Cognitive Neuroscientist and Business Improvement Strategist Dr Lynda Shaw is calling for more to be done by businesses and the HR industry to tackle the crippling effects of workplace bullying which is rife in the UK, but often goes unnoticed and unreported.
With widely accepted estimates of one fifth of all UK employees experiencing some form of bullying and harassment, and employees with disabilities at least twice as likely to report having experienced bullying and harassment, Shaw believes bullying is one of the major crises facing business today.
Workplace bullying can often increase during times of austerity when businesses are undergoing change and anxiety can run high in the workforce. However Dr Shaw believes businesses and their HR departments are often afraid to address it.
Dr Shaw says: “When we think of bullying we probably think of much reported cyber bullying and bullying in the playground but businesses need to face up to the issue of bullying in their workforce. Both employees and employers are suffering as a result of workplace bullying, with high sickness rates, high employee turnover and low morale. Employers are responsible for taking preventative action against bullying and harassment, but they often turn a blind eye perhaps because they believe adults should just be able to sort it out amongst themselves.”
Whilst having anti bullying policies and training staff on bullying is essential for all businesses, Dr Shaw suggests that some HR departments may need to hire specialist companies to help deal with the issue. “Specialist training can advise on ways to prevent bullying and how to deal with it effectively when it does arise. Mediation companies can also provide trained professionals to mediate between the bully and their target where possible.”
Dr Shaw argues that more needs to be done to raise awareness of workplace bullying so that all businesses can enforce a zero tolerance policy. “Some bullies do not realise their behaviour is bullying. Bullying can vary from spreading malicious rumours, unfair treatment, to picking on someone, undermining a competent worker, denying someone’s training or promotion opportunities, ignoring, humiliating or excluding someone, to undervaluing their work performance. Bullying can happen face to face, by email, by letter, on social media or by phone so it may also not always be obvious to other people.”
Dr Shaw concludes: “Bullying at work is in no one’s best interest. It creates a miserable working environment, de-motivates employees, causes poor performance and stifles careers. If everyone did something to address workplace bullying we could solve it. Whether it be encouraging supportive work relationships, training staff on the effects of bullying, following a bullying policy or ultimately recognising when it is happening and addressing it immediately, it is imperative that bullying is not tolerated any longer.”
