Transcript Bullying and Harassment in the Workplace: How to identify
Spring Professional Development February 29 & March 8, 2012 Dr. Frances Allen, Manager, Personnel Services, 410 887-8936, [email protected]
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Define key terms and concepts Identify bullying and harassing behaviors in employees Review the difference between an EEO complaint and complaints about workplace bullying Discuss strategies to address bullying behavior and review available resources Examine responsibility for civil, courteous and respectful workplace 2
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Bullies are….
I think bullies are bullies because…..
I think the best way to deal with a bully is… 4
◦ Workplace bullying : repeated, health harming mistreatment of one or more persons (targets) by one or more perpetrators that takes one or more of following forms: Verbal abuse ◦ Offensive conduct/behaviors (including nonverbal) which are threatening, humiliating or intimidating ◦ Work interference –sabotage- which prevents work from getting done - www.workplacebullying.org
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“ Systematic aggressive manipulation of work humiliating communication, , and individuals that create an acts aimed at or degrading one or more unhealthy and unprofessional power imbalance, co-workers and result in psychological consequences for targets and cost enormous monetary damage to an organization’s bottom line.” --Catherine Mattice and Karen Garman 6
Initiated by bullies who choose their - www.workplacebullying.org
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Repetition (occurs regularly) Duration (is enduring) Escalation (increasing aggression) Power disparity (the target lacks the power to successfully defend themselves) Attributed intent (something that is intended; an aim or purpose—not accidental) - Einarsen, 1999; Keashly and Harvey 2004; Lutgen-Sandvik, 2006 8
Using abusive, insulting or offensive language Engaging in behavior or using language that frightens, humiliates, belittle or degrades, including criticism that is delivered with yelling and screaming Teasing or regularly making someone the brunt of practical jokes Displaying material that is degrading or offending Spreading gossip, rumors or innuendo of a malicious nature 9
Deliberately excluding, isolating or marginalizing a person from normal workplace activities Intruding on a person’s space by pestering, spying or tampering with their personal effects or work equipment Intimidating a person through inappropriate personal comments, belittling opinions or unjustified criticism 10
Overloading a person with work Setting timelines that are difficult to achieve or constantly changing deadlines Setting tasks that are unreasonably beyond a person’s ability Ignoring or isolating a person Deliberately denying access to information, consultation or resources Exhibiting unfair treatment in relation to accessing workplace entitlements, such as leave or training - Preventing Workplace Bullying: A Practical Guide for Employers , 11
Being bullied at work most closely resembles the experience of being a battered spouse especially in terms of the psychological characteristics Note: Issue of Power and Control --www.workplacebullying.org
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Similarity: tendency of individuals to use persistent aggressive or unreasonable behavior Similarity: includes verbal, nonverbal, psychological, physical abuse and humiliation 13
Difference: Workplace bullies often operate within the established rules and policies of their organization Difference: Workplace bullies in majority of cases are perpetrated by management and therefore are the people “in charge” 14
Can compromise an employee’s health Jeopardize her or his job or career Strain relationships with friends and family 15
Poor morale and poor employee relations Loss of respect for managers and supervisors Poor performance Lost productivity Increased absenteeism Resignations or requests for transfers Damage to workplace reputation Court cases - Bullying and harassment at work: A guide for managers and employers. ACAS, www.acas.org.uk
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My boss/co-worker makes my workplace a “living nightmare” I dread going to work because of my boss/co-worker I can’t focus, I have anxiety, I cry all of the time I can do nothing right in my boss’s/co worker’s eyes I love my job but my boss’s/co-worker’s behavior makes me feel like not coming to work 18
Incivility Disrespect Difficult people Personality conflict Negative conduct Ill treatment - www.workplacebullying.org
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I PULL MYSELF UP BY PULLING YOU DOWN 20
Unwelcome act committed by a person that makes another feel uncomfortable, offended, intimidated or oppressed Most common form is sexual harassment 21
• Deliberate and/or repeated unwelcome behavior of a sexual nature; can be verbal, nonverbal or physical • • • • Conduct that: explicitly or implicitly affects an individual’s employment, unreasonably interferes with work performance or creates an intimidating, hostile or offensive work environment See BCPS Policy/Rule 4102 22
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Behavior must be based upon a protected category
: ◦ ◦ ◦ ◦ ◦ ◦ Age Color Disability Gender Marital Status National/Ethnic Origin ◦ ◦ ◦ ◦ ◦ Race Religion Sexual Orientation Veteran Status Any other unlawful characteristic under Federal/State law 23
Employee making sexual comments and/or gestures to another employee Employee inappropriately touching another employee Employees having conversations of a sexual nature in the workplace Employees telling racial, religious, and/or gender-based jokes in the workplace 24
Supervisor telling subordinate that they can help them move to another job if they go out with them Employee constantly asking another coworker out on a date despite being told they are not interested Employee using “sexy” nickname to refer to another coworker 25
Recognizing that you are being bullied Realizing that you are not the source of the problem Recognizing that bullying is about control and has nothing to do with your performance Keeping a diary detailing the nature of the bullying (dates, times, places, what was said or done) Keeping copies of harassing/bullying paper trails - Dealing with Bullying at Work: A guide for workers. Commission for occupational safety and health. Government of Western Australia Workplace Bullying and Disruptive Behavior: What Everyone Needs to Know. Washington State Department of Labor and Industries 26
Having a witness at any meeting with the person who is bullying you Checking for workplace policies/rules Using a counseling service like the Employee Assistance Program Considering approaching the bully - Dealing with Bullying at Work: A guide for workers. Commission for occupational safety and health. Government of Western Australia Workplace Bullying and Disruptive Behavior: What Everyone Needs to Know. Washington State Department of Labor and Industries 27
Incivility Disrespect Difficult people Personality conflict Negative conduct Ill treatment 28
E I 29
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CYE
Control Your Emotions
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Effective Communication Skills are essential to dealing with bullying and other challenging behaviors
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Re-work perceptions (e.g. positive, negatives, neutrals) Read, research and explore options for problem-solving Ask for help or enhance your skills Change your response Others…..
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The Respect Institute: http://therespectinstitute.org
Johns Hopkins Civility Website and Dr. P. M. Forney: http://krieger.jhu.edu/civility Choose Civility-Howard County, MD: www.choosecivility.org
This Website also includes a link for resources and materials. The annual free community wide civility symposium is October 5, 2011. You can register for this symposium on their Website.
The Equal Employment Opportunity Commission www.eeoc.gov
The Workplace Bullying Institute www.workplacebullying.org
Washington State Department of Labor and Industries: Workplace Bullying and Disruptive Behavior: What Everyone Needs to Know: www.Lni.wa.gov/safety/research . (Write name of publication in search topics) This publication also has a good list of resources and contacts.
Tanyka Barber, EEO Officer, 410 887-8937, [email protected]
Janice Zimmerman, EAP Counselor, 410 887-5414, [email protected]
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Slides 5 through 19 and slide 26: courtesy of Janice Zimmerman, EAP Counselor Slides 21-25: courtesy of Tanyka Barber, EEO Officer These slides were part of a presentation developed for administrators at the Safe Schools Conference.
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