The issue of bullying and harassment in the workplace has reached an alarming threshold, with a striking 40% of employees revealing they’ve faced such challenges. This significant statistic, drawn from a comprehensive survey by the law firm Wright Hassall, highlights the pervasive nature of the problem.
In this article, we will discuss the implications of such widespread workplace misconduct, and explore potential solutions.
Workplace bullying involves repeated intimidating behaviours, often due to power dynamics or personal animosities. Harassment, on the other hand, is targeted misconduct rooted in prejudices against someone’s inherent characteristics, carrying legal implications.
Bullying encompasses a range of behaviours intended to intimidate, degrade, or belittle an individual. It’s a persistent pattern that can stem from power dynamics, personal animosities, or even workplace cultures that inadvertently support such behaviour. Examples include:
Harassment is more targeted, often with discriminatory undertones, rooted in prejudices against certain groups or individuals based on their inherent characteristics or beliefs. Its manifestations include:
It’s vital to emphasise the gravity of harassment – it’s not just detrimental to workplace morale but is legally actionable, and perpetrators can face serious legal consequences.
Gender plays a pronounced role in workplace bullying and harassment. Women face these challenges at disproportionately higher rates than their male counterparts.
The differences in reporting also highlight a significant gender gap. Women are 60% more likely to report harassment to HR than men, pointing towards variations in comfort levels, trust in the reporting systems, or perceived consequences of speaking out.
Seniority brings another layer to this complex issue. Employees at the beginning of their careers, primarily junior workers, are more susceptible to bullying and/or harassment. However, their likelihood to report such incidents is half compared to their senior peers.
Senior employees, with their established networks and potentially greater job security, tend to be more vocal about their experiences, underscoring the influence of workplace dynamics and hierarchies on reporting behaviours.
One of the cornerstone legislations in the UK addressing workplace harassment is the Equality Act of 2010. This act specifically defines harassment as ‘unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that individual’.
Employees are encouraged to first attempt to resolve the issue informally. If this isn’t successful, they should consult with their:
Should these steps prove ineffective, they have the option to lodge a formal complaint through their employer’s grievance process. If the harassment persists even after this, they can seek legal recourse at an employment tribunal.
Under the act, individuals are granted explicit protection against discrimination based on several characteristics. These include:
HR departments serve as the frontline defenders against workplace bullying and harassment. Their approach, ethos, and procedures can significantly influence workplace culture, setting the tone for employee interactions.
An effective HR department recognises the gravity of every report, understanding that a diligent response can deter potential offenders and support affected employees.
Encouraging a culture where employees feel comfortable coming forward is paramount. Whistleblowing mechanisms can unearth deeply embedded issues, offering a chance to rectify systemic problems.
Being ready for disciplinary actions showcases a zero-tolerance stance on harassment. This not only serves as a deterrent but assures victims that misconduct will be aptly addressed.
Awareness is a potent tool. Regular training sessions and workshops on bullying and harassment can equip employees to identify and counter such behaviours.
Disseminating valuable resources, like the Stalking and harassment guide from police.uk empowers employees with the knowledge, fostering a proactive approach to workplace harmony.
In the evolving landscape of the modern workplace, the HR department is more than just a managerial function. It’s a guardian of employee well-being and organisational values.
A proactive HR team plays an indispensable role in ensuring a harmonious work environment, addressing grievances, and curbing negative behaviours before they escalate.
The integration of efficient software solutions can streamline routine tasks, freeing HR professionals to dedicate more time to sensitive issues. Engaging with experts, such as Phase 3 HR tech consultants, can guide organisations in implementing these tools effectively.
At its core, HR’s mission is to prioritise people and their happiness. Efficient HR management ensures that, amidst the myriad tasks and responsibilities, the focus always remains on creating a fulfilling, safe, and nurturing workplace for all.
Creating safe workspaces is paramount. To ensure best practices in addressing workplace challenges, consider the expertise of Phase 3.
With our award-winning credentials in HR and Payroll technology, we’re here to elevate your HR operations.
Laura’s role as Head of Marketing sees her continually looking for new opportunities to tell the world how great Phase 3 is.
