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Workplace bullying behaviour is usually demonstrated
by managers or supervisors victimising people lower
down the hierarchy. However, it can be found between
colleagues who are equivalents or, rarely, directed
towards senior employees.
Also, it may be performed by one individual, a small
group or a majority of workers. The effects are no
less damaging and the behaviour is just as unacceptable
regardless of the worker status or numbers involved.
For example, where one worker is regularly the butt
of colleagues' jokes, that would constitute bullying
if the behaviour caused distress to the target or
was unwanted. Such effects can be difficult to discern
as workers may feel the need to "play along"
for the sake of being part of the group.
Similarly, and more obviously, ostracising colleagues
or subjecting them to unreasonable criticism, insults
or physical abuse will be regarded as bullying or
harassment.
And, of course, any less favourable treatment displayed
to someone where gender is a factor will be considered
to be sexual harassment.
Common sense dictates some steps that anyone can
take to ensure that they are not bullying colleagues,
whether they consider the behaviour to be serious
or not.
Remember that, in all cases, the crucial factor is
the effect on the target of the behaviour.
It may also be helpful to consider what you can do
to assist people you work with.
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Never initiate or join in with any behaviour
likely to cause distress or great embarrassment.
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Do not make any sexual references unless in
company in which you know it will not cause
embarrassment.
This will include written, verbal or visual
references, innuendos or inappropriate gifts.
Forwarding risqué emails is often done
absent-mindedly but can cause offence, embarrassment
or intimidation.
Likewise, even invading a colleague's social
space could constitute harassment.
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If a colleague indicates that your behaviour
is causing them distress, discomfort or embarrassment,
you should indicate your willingness to respect
their wishes and immediately desist from any
behaviours that may cause upset, without prejudice
to the person remarking on your conduct.
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Do not tolerate graffiti, notes, emails, cartoons
etc. that refer to colleagues and never circulate
offensive material of any kind.
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If you are aware that a colleague is being
bullied, offer your support, discreetly and
informally. Offer to take note of any incidents
witnessed and the details of any conversation
you have with the victim, on the subject.
If the victim feels unable or unwilling to
talk about the problem suggest that they confide
in someone and that they discuss the matter
with the Mother or Father of Chapel.
Never dismiss or play down any revelation of
bullying as your reaction may dissuade the victim
from seeking further assistance.
If you challenge bullying behaviour directed
at a colleague, do so with regard to the likely
effects on the victim. You should always seek
to help establish an environment where bullying
and harassment are not present but be careful
not to do anything that may cause greater problems
for the victim.
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Discuss issues that arise with your workplace
union representative and ensure that he or she
is aware of any bullying that may be occurring. |
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Direct colleagues to the resources on this website. |
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