Preventing Workplace Bullying: 7 Steps Employers Can Take Now

Workplace bullying is a serious issue that can disrupt team dynamics and impact productivity. While many federal and state laws protect employees against harassment, workplace bullying often isn’t covered unless it is based on a protected characteristic, such as race or gender. However, employers shouldn’t ignore disruptive behavior just because it’s not technically unlawful. Proactively addressing workplace bullying is key to fostering a positive work environment.

The Reality of Workplace Bullying

Nearly 80 million workers have been affected by workplace bullying, according to a survey by the Workplace Bullying Institute. Consider these staggering statistics:

• About 30% of workers said they have personally experienced bullying, while 19% have witnessed it.
• Remote workers were more likely to say they’ve been bullied (43%, with 50% occurring in online meetings and 9% through email).
• Sixty-five percent identified their boss as being a bully, 21% cited a co-worker, and 14% pointed to a subordinate.

To counteract these alarming figures, employers should implement robust policies that address abusive conduct. Not only can these policies serve as a legal defense, but they also help to foster a positive workplace culture, enhancing employee morale, productivity, and retention.

When Does Bullying Become Illegal?

The Workplace Bullying Institute defines bullying as “repeat mistreatment,” which includes workplace sabotage, verbal abuse, and abusive conduct that is threatening, intimidating, or harassing. Legal protections cover workplace harassment based on characteristics such as national origin, race, sex, and disability. However, not all offensive conduct is unlawful, even when it’s based on a protected characteristic. Employers could be liable for harassment by supervisors, co-workers, or clients if the conduct creates a hostile work environment.

Taking Action: 7 Steps to Prevent Workplace Bullying

Creating a healthy and productive workplace culture goes beyond legal compliance. Employers can take these proactive steps to prevent workplace bullying:

1. Look at the Big Picture: Focus on systemic prevention of bullying to create a healthy organization.
2. Set Clear Expectations: Define acceptable and unacceptable behaviors through clear policies.
3. Be Consistent: Consistently enforce policies to maintain morale and avoid legal liability.
4. Train Employees: Incorporate anti-bullying training into harassment prevention programs.
5. Establish a Reporting Process: Create an environment where employees feel safe to raise concerns.
6. Promptly and Thoroughly Investigate Complaints: Take complaints seriously and ensure thorough investigations.
7. Assess Company Culture: Regularly evaluate your organizational culture to detect early signs of toxicity.

Take the Next Step with JorgensenHR

Workplace bullying is a challenge, but it’s one that can be tackled with the right strategies. If you have any HR questions or would like to learn more about our HR solutions to help create a safe and positive workplace, contact JorgensenHR at 661-600-2070 or info@jorgensenhr.com. Let us help you ensure the well-being of your team and build a healthy work environment.

Source: Fisher Phillips 8/8/24