In an ideal world, workplaces would be stimulating and exciting, colleagues friendly and supportive, and everyone would love going to work. At worst, workplaces should be tolerable because they are safe and we receive a regular salary. We should never be terrified of going to work, every day should not be an endurance test, and we should not be left crippled emotionally, psychologically or physically by events that occur there. Yet this is what bullying does to a large proportion of the population.
Despite numerous campaigns, bullying is endemic in schools and workplaces. Is this because our society appears to condone, and even encourage, aggression in many areas?
In parliament, politicians bicker and hurl insults across the floor; on the sporting field, top cricketers and footballers, idolised by millions, sledge their opponents continuously and viciously. Australia's most popular television shows are reality programs that focus on winning at all costs: on 'Big Brother' and 'Survivor', a group of backstabbing people compete to come out on top; 'Australian Idol' judges belittle and humiliate contestants; 'The Biggest Loser' participants are ridiculed, bullied and made to perform degrading challenges.
These shows, with cultures of distrust, intimidation, harassment and threats of dismissal, are nothing more than games based on institutionalised bullying, with no consideration for the dignity of the individuals. If these are the programs we most like to watch, what does that say about us and what kind of example are we setting our children?
The more we view this type of behaviour the more immune we become to its offensiveness and the more 'acceptable' and 'normal' it seems.
Though there is no legal definition of bullying, it can be explained as 'a repeated pattern of unprovoked, unwelcome, hostile behaviour that intentionally inflicts, or attempts to inflict, injury, hurt, humiliation or discomfort,' [i] with the focus on 'repeated pattern'-a one-off incident is not bullying.
Bullying can be physical (pushing, poking, shoving or hitting) or psychological (subtle and insidious intimidation, verbal and non-verbal, which usually takes place without witnesses, and so is difficult to prove). Psychological bullying behaviours include sarcasm, insults, isolation, constant criticism, taunting, yelling, abusive language, offensive messages or pictures, withholding of materials or equipment, malicious gossip, sabotage, taking credit for another's work.
Victims react in different ways: some become quiet, irritable and have mood swings; some lose concentration at work and start making serious mistakes; others become tearful, nervous, depressed; others become physically ill. They can experience any or all of the following: dry mouth, facial tics, hand tremors, nausea, loss of appetite, eating disorders, rashes, asthma, high blood pressure, insomnia, heart disease, reduced immunity, shoulder and neck pain, bowel problems, excessive sweating, migraine, heavier smoking, excessive drinking, overeating, drug-taking, loss of confidence, feelings of powerlessness and inadequacy, feelings of self-blame, irritability, low self-esteem, severe anxiety, stress, panic attacks, irrationality.
Potential long-term impacts are financial problems, relationship problems, PDSD (prolonged duress stress disorder) and even suicide.
Victims may look normal on the surface but underneath they are in turmoil. 'He is irrational, over-sensitive, paranoid... He misinterprets well-meant remarks by friends and family members as slights or insults-it makes him very difficult to live with.' [ii] In such cases, the behaviour can degenerate into violence.
Bullying also impacts on victims' families, friends and colleagues. Marriages/relationships often break down and the stress can spread to children and even grandchildren. A family's financial situation can be adversely affected if the victim is forced to resign or takes the matter to court. Co-workers who witness bullying feel ashamed that they did not stand up for the victim, and often leave the workplace because they don't want to be next or can't work where bullying is condoned. Friendships dwindle, as people have limits to their sympathy. 'It's over,' they say. 'Move on.' But many victims can't.
Bullying costs workplaces directly in a number of ways, including lost productivity, lower performance, increased absenteeism, low staff morale, staff replacement, higher insurance premiums, fines, litigation, court fees and compensation claims. According to research by Griffith University, bullying costs employers up to $13 billion every year. [iii]
Bullying or stress claim investigations by insurers are rigorous and usually not accepted first up. Victims may be forced into the courts if the employer refuses to accept the WorkCover claim; unfortunately employers often draw out the process and it becomes too costly for the claimants to proceed.
Although there is no single statutory avenue for a bullying claim, victims can seek redress and claim damages through criminal, Industrial Relations, Equal Opportunity, Anti-discrimination and Occupational Health & Safety legislation.
No workplace is immune, and all workers need to consciously promote a culture where there is zero tolerance of bullying. Managers and human resources professionals should encourage the instigation of educational programs about bullying, as well as personal development courses in communication skills, management skills, conflict resolution and stress management.
If we all demand more inclusive, collaborative workplaces that have open and honest communication, prioritise the wellbeing of their employees, promote work/life balance, value diversity in all shapes and forms, and where all employees, from top to bottom, are respected as 'whole' human beings, there will be no place for bullies to thrive.
Adapted from article submitted to Australian Law Management Journal.
[i] Helene Richards and Sheila Freeman, Bullying in the Workplace: An Occupational Hazard, HarperCollins 2002, p.4.
[ii] Mary X, speaking about her husband Peter, who was unable to work as a result of prolonged bullying. Interview, November 2001.
[iii] 2003 research by Paul McCarthy, Workplace Bullying Project Team, Griffith University, cited in The Age, June 21, 2004.
