Workplaces are meant to be productive and supportive environments, but sometimes bullying and harassment can disrupt this atmosphere. In this guide, we’ll explore how to recognise and deal with bullying at work, empowering employees to take action against harmful behaviour.
Workplace bullying can happen for various reasons, including power imbalances and cultural norms. Recognising these facts helps us understand why bullying occurs and how to address it effectively.
Deciphering the Signs: Bullying can take many forms, from subtle put-downs to outright exclusion. Common signs include passive-aggressive comments, being left out of meetings, having your work undermined, being manipulated emotionally, and facing discrimination.
Subtle Aggression: Passive-aggressive comments, sarcasm, and belittling remarks can chip away at an individual’s confidence and self-esteem over time.
Social Exclusion: Being consistently left out of team activities or social gatherings can be a sign of deliberation social exclusion.
Undermining Work: Sabotaging a colleague’s work, taking credit for their ideas, or spreading rumours can undermine their professional reputation.
Manipulation: Gaslighting, manipulation, and emotional blackmail are often employed by bullies to maintain control and undermine their victim’s sense of reality.
Discriminatory Practices: Discrimination based on race, gender, age, or other characteristics can manifest through biased treatment, unequal opportunities, or harassment.
Empowering Employees for Action: With awareness and understanding, employees can act to stop workplace bullying and harassment. Here are some steps they can take:
Heightened Awareness: Be self-aware and trust your instincts when it comes to identifying bullying behaviour. Take note of any trends or patterns in your interactions with colleagues.
Seek Support Networks: Build a support system of trusted colleagues and mentors to lean on during difficult times. This network can provide validation and emotional support.
Establishing Boundaries: Set clear boundaries with individuals who exhibit bullying behaviour. Don’t hesitate to stand up for yourself and assert your right to a respectful work environment.
Document Incidents: Keep records of any instances of bullying or harassment including dates and times. This will be crucial if you need to escalate the issue to HR or management at a later date.
Escalation: If informal attempts to address the issue are ineffective, don’t hesitate to escalate the matter to HR/management for formal intervention.
