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SEPT - MANDATORY TRAINING
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SEPT - MANDATORY TRAINING
BULLYING AND
HARASSMENT
(AWARENESS TRAINING)
SEPT - MANDATORY TRAINING
BULLYING AND HARASSMENT
What is workplace bullying?
Bullying can happen when someone misuses their position of power or authority over people. The bully
may even be a junior member of staff, who undermines another member of staff by being deliberately
difficult or critical. It can also be discrimination against an individual, usually on the grounds of race,
gender, religion, sexuality or disability. It can be difficult for employers to spot and deal with bullying, as it
is usually an insidious behaviour - which develops gradually and is made up of many small incidents.
The victim may also be too frightened to bring it to their manager's attention.
Bullying at work can take many forms. It can involve:
Ignoring or excluding someone Spreading malicious rumours or gossip Humiliating someone in public Giving
someone unachievable or meaningless tasks Constantly undervaluing someone’s work performance
Offensive Intimidating Malicious Insulting behaviour Abuse or misuse of power Undermining the victims work
Denigration Injury Sarcastic remarks Intentionally getting the victim into trouble
There is no legal definition of workplace bullying. 'Bullies' are often – but not always – more senior than the
person they are bullying. 'Bullies' sometimes target groups as well as individuals. Groups of “bullies” have
been known to target more senior staff
SEPT - MANDATORY TRAINING
What is Workplace Harassment?
Harassment relates to unlawful discrimination on the grounds of race, sex, disability, age, religion or belief, or
sexual orientation. The Protection from Harassment Act (1997) covers harassment more generally.
Harassment is deliberate and repeated behaviour meant to annoy, disturb, frighten, or irritate another person.
Harassment has the purpose or effect of violating another person’s dignity, this type of behaviour often
includes; Intimidation Hostility Degrading Behaviour Humiliating Behaviour Offensive Behaviour Threats Hostile
or demeaning remarks Ridicule or humiliation in front of others or privately Derogatory words Explosive
outbursts Unwelcome sexual advances or romantic advances Persistent teasing Conversation about personal
topics that feels invasive or inappropriate
Harassment is a problem in the workplace. Unfortunately, many employees who are harassed at work do not
report the offence. But reporting it is key to promoting a safer and healthier workplace. And it's the only way to
stop harassment. The harasser could be a colleague, supervisor, vendor or customer. Statistics show that
women report being harassed more frequently than men do. Harassment may not result in physical harm, but
the emotional toll it takes can be just as damaging. Harassment is very disruptive to people's lives. People who
are harassed may feel afraid or anxious at work or afraid to go to work. They may feel angry or depressed.
SEPT - MANDATORY TRAINING
Recognising bullying
Bullying is repeated harassment of an individual - usually done in such a way that the victim is unable to
defend themselves or seek help. It is a gradual process that leaves the victim feeling inadequate and worn
down. Indeed it may be so gradual that the victim does not initially even realise that they are being bullied.
It can occur in many different ways. It is not gender specific and can happen between colleagues at any level.
To many, the bully may even appear to be charming and funny. The victim may feel intimidated or excluded in
some other way, such as having promotion opportunities blocked, or feeling that the job expectations or
workload set for them is too high. Of course, there are disagreements in any workplace, and perceptions of any
situation will differ. Nonetheless, if the behaviour of one employee begins to affect how another one feels or
performs, it is possible that bullying behaviour is taking place, regardless of whether or not it is intended.
HUMAN RESOURCES PROCEDURAL GUIDELINES HRPG2
EXAMPLES OF HARASSING / BULLYING BEHAVIOUR
1.1 Harassment and bullying may make someone feel anxious and humiliated. Feelings of anger and
frustration at being unable to cope may be triggered. Some people may try to retaliate in some way. Others
may become frightened and demotivated. Stress, loss of self-confidence and self-esteem caused by
harassment or bullying could lead to job insecurity, illness, absence from work, and even resignation. Job
performance could be affected and relations in the workplace could suffer.
1.2 Bullying and harassment includes the use of derogatory remarks which are offensive to the individual,
including jokes and banter related to any personal characteristics (e.g. race, sex, disability, religious beliefs,
creed, colour, nationality, ethnic origin, age, sexual orientation, marital/parental status,)
SEPT - MANDATORY TRAINING
1.3 Racial harassment includes, but is not limited to, the following types of behaviour:
Racial physical abuse Racial verbal abuse Racist graffiti, slogans, political badges, etc. Offensive jokes or
banter of a racial nature Using an offensive manner in communication, which is not used with other employees
Isolating or excluding
1.4 Sexual harassment encompasses a wide range of behaviour of a sexual nature and advances, including
but not limited to:
Unnecessary and unwanted physical contact, i.e touching, patting, body contact in passing, standing too close
Verbal abuse, suggestive and unwelcome remarks, jokes, comments about appearance and private life,
innuendo, leering, unwanted advances Making requests or demands for sexual favours, including implied or
overt promises of preferential treatment, or threats concerning present or future employment status The display
of sexually offensive visual material in a workplace, such as pin-ups, calendars, books, videos, etc. Making
comments or suggestions which are lewd and/or lascivious Making sexual threats
1.5 Homophobic behaviour is a form of discrimination, harassment or bullying of an individual because of their
sexual orientation. Examples of homophobic behaviour include:
Treating a person less favourably on the grounds that they are lesbian, gay, or bisexual might encompass a
wide range of unacceptable behaviours, including:
SEPT - MANDATORY TRAINING
Making sexual threats and intimidation Making provocative, unnecessary and unwanted heterosexual physical
contact Verbal abuse, suggestive and unwelcome remarks about appearance and private life Making offensive
jokes or offensive name calling
1.6 Other examples of bullying or harassment include:
Threat of assault Actual assault Unwanted physical contact Mockery Persistent shouting at a colleague or
patient/client Persistent unjustified negative attacks on a colleague’s personal or professional performance
Undervaluing a colleague’s contribution, such as ignoring a colleague’s opinion Public criticism of a
colleague/employee Copying written documents e.g. e-mails that are critical about someone to others who do
not need to know Deliberately undermining a competent worker by overloading and constant criticism
Persistently setting objectives with impossible deadlines or setting Unachievable tasks; placing unreasonable
demands on a colleague Removing and replacing areas of responsibility with lower status, menial or trivial
tasks Unjustifiable over-monitoring a colleague’s performance, e.g unreasonable fault-finding, nagging,
watching over the person’s every move Withholding information with the intent of deliberately affecting a
colleague’s performance Spreading malicious rumour/making malicious allegations, or insulting someone by
words or behaviour Unwarranted allegations of harassment Non-cooperation, isolation or exclusion by other
employees at the workplace Open hostility to a colleague, patient or employee Abuse of power that results in
any form of unfair discrimination Unfair treatment Making threats or comments about job security without
foundation Preventing the progression of individuals by intentionally blocking promotion or training
opportunities
SEPT - MANDATORY TRAINING
1.7 Types of interaction where harassment or bullying may occur
Harassment may occur between individuals at all levels within the Trust and from many different groups. Types
of interaction where harassment or bullying may occur include:
Colleague to colleague Manager to employee Employee to manager Employee to service user Service user to
employee Service user to service user Other agency or organisation employee to Trust employee and vice
versa Contractor to Trust employee and vice versa
1.8 This is neither an exhaustive nor exclusive list. However, please note that harassment and bullying are not
necessarily face to face. They may also occur in written communications, electronic mail, and phone.
SEPT - MANDATORY TRAINING
Taking action
There may be one victim with other staff compliant in the bullying - or the bully may be a manager that instils
fear in the entire team. Such behaviour is often excused as strong management. However if staff dread going
to work, are frightened to admit to mistakes, or suffer from stress because of the management style, then it is
likely that they are being bullied.
The victim should try to speak to a manager or colleague that they can trust. If the bullying behaviour is done in
front of other people, the victim where possible should ask them to act as witnesses to the event.
The affected person should keep a diary. This is called 'a contemporaneous record' and is much more powerful
than half-remembered events later on if it comes to a legal dispute. Keeping a record of incidents that have
caused distress will place emphasis on the emotive side of the claim.
The affected person should also keep copies of all annual appraisals and positive correspondence, relating to
their abilities and achievements. They should review their job specification to make sure that they know exactly
what their employer expects of them.
SEPT - MANDATORY TRAINING
How can I stop bullying and harassment in my team?
Responsibility for dealing with bullying and harassment rests with SEPT.
Some factors associated with bullying include:
Perceived imbalance of power 'bully' thinks they can get away with it Internal competition where reward
systems focus solely on outputs Organisational change
You may want to tackle some of these factors by, for example:
Communication ensuring the management style is collaborative and not autocratic consulting staff regularly
and keeping them informed during times of change
Training encouraging staff to attend diversity training
Policy publicising your organisation’s bullying and harassment policy explaining the consequences of bullying
within the organisation
Management encouraging control and choice for staff, as far as possible exploring levels of competition
between individuals and teams considering alternative incentives to achieving high performance ensuring you
are confident and comfortable in managing poor performance
SEPT - MANDATORY TRAINING
Advice for individuals
Bullying at work can take many forms – some can be directed at you personally, others relate to work activities
Negative bullying like behaviour includes: Ignoring or excluding you Giving you unachievable tasks or ’setting
you up to fail’ Spreading malicious rumours or gossip Giving you meaningless tasks or unpleasant jobs Making
belittling remarks Undermining your integrity Withholding information deliberately Making you look stupid in
public Undervaluing your contribution –not giving credit where it is due As the affected person, speak to trusted
friends. Call on sympathetic people who will listen to and support you. Seek impartial advice too, if you can, as
friends may not always offer the soundest advice. Don't try to cope on your own.
Seek professional help. Counsellors, psychotherapists, and psychologists can offer sound professional help
and guidance. Contact the employee assistance programme for further information on this.
Sometimes the problem is deep rooted and personality conflicts can be almost impossible to change. As the
affected employee, there may come a time when it is easier to leave your job. This is a point worth considering
when you are sure you have done everything within your capacity but feel that the problem may be
irresolvable. Looking after yourself is your number one priority and by keeping this at the top of your agenda it
will help you to make the best decision.
SEPT - MANDATORY TRAINING
How might bullying or harassment affect you?
Bullying can impact on your health, for example:
• Psychological symptoms such as anxiety, depression, burn out, low self-esteem, difficulty concentrating,
moodiness, irritability and suicidal thoughts.
• Physical symptoms such as loss of appetite, difficulty getting to and staying asleep, skin complaints,
palpitations, stomach and bowel disorders.
• Bullying at work has been shown to be a more significant source of pressure and cause of mental health
problems than other work place stress.
• In extreme cases it can course symptoms of post-traumatic stress.
• Experiencing persistent stress affects our ability to perform affectively at work or relax and the individual
can become increasingly insecure, introverted and isolated.
SEPT - MANDATORY TRAINING
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