Businesses urged to adopt zero tolerance anti-bullying policy

Businesses are being urged to adopt a zero tolerance policy towards workplace bullying in the wake of the furore surrounding Channel 4ís Big Brother reality TV programme, by leading UK employment expert Croner.

Accusations levelled at several contestants on the TV reality show over their behaviour towards a fellow housemate have highlighted the devastating emotional damage that bullying causes.

Croner is drawing attention to the issue in the wake of the Big Brother debate, stressing that this is not an isolated case and that the issue of bullying ñ racial, sexual discrimination and others ñ is endemic within UK organisations.

Richard Smith, employment services director at Croner, says bullying is a paramount issue that affects thousands of workplaces:

ìLike the bullying Shilpa Shetty is receiving, there are many victims of bullying in the workplace,î says Richard Smith. ìItís an issue that costs British industry dearly - more than 2 billion a year in sick pay, staff turnover and loss of production.î

Croner, which advises on workplace issues such as bullying, is urging employers to be on the alert to the dangers in their own businesses.

Failure to do so could see employers facing claims due to a whole host of legislation which protects employees from harm and unfair treatment in the workplace.

Research carried out by trade union Amicus as part of an anti-workplace bullying project found that hardly any employers (2%) adopted a zero tolerance policy towards bullying.

Virtually all employers (97%) had never quantified the impact of bullying.

Although 80% had an anti-bullying strategy in place, more than half of those employers questioned in the survey still think bullying is an issue in their organisation.

The findings also recognised that bullying is an organisational issue rather than a problem between individuals.

Richard Smith says: ìBullying is not only unacceptable on moral grounds, but may, if unchecked or badly handled, create serious problems and costs for an organisation due to poor morale and productivity, and high staff turnover.

ìWhat many employers donít realise is that they can be held ëvicariously liableí for the bullying behaviour of their staff - even if they have no knowledge of employeesí acts and do not condone them.

ìClaims can be made against employers for constructive dismissal, discrimination and harassment, or for personal injury if the employee suffers psychological harm. Furthermore, employers also risk breaching health and safety legislation if the employee feels in danger of physical harm.

ìResearch shows ñ and we advise that - organisations adopting a zero tolerance approach as part of a proactive bullying prevention policy are able to deal with the problem most effectively, and minimise the risk of claims.

ìEmployees need to be involved in implementing such a policy, so we would strongly encourage companies to consult with them throughout the process.î

Croner advises employers that a bullying prevention policy should include:

a definition and explanation of bullying
a statement of commitment from senior management
acknowledgement that bullying and harassment may be problems in any organisation
a clear statement that bullying and harassment will not be tolerated
examples of unacceptable behaviour
a statement that bullying and harassment may be treated as disciplinary offences under the organisationís disciplinary procedure.

The policy should then give details of the:

procedures to be taken if bullying is experienced
who to contact if bullying is experienced
steps the organisation will take to prevent bullying and harassment
responsibilities of supervisors and managers
confidentiality and protection provided to the complainant
investigation procedures, including timescales for action
disciplinary procedures, including timescales for action
counselling and support available
training available to managers
protection provided from unfounded allegations
implementation, review and monitoring of the policy.