Workplace bullying – a hidden injustice
A concern for tackling wrong behaviour at work
It is easy for most of us to feel a sense of injustice for people subjected to human rights abuses – people suffering abject poverty or living in war zones – but would it be as easy to feel the same sense of injustice for someone living closer to home, perhaps a neighbour, who is being bullied at work?
This form of abuse is widespread and common. It destroys lives through depression, anxiety and anger – sometimes leading to longer term health problems. Those bullied often lose self-confidence as well as trust in others. They can exhibit symptoms similar to post traumatic stress disorder, with vivid flashbacks and nightmares. Insomnia leads to mental exhaustion. Sadly, a victim can sometimes fall into using bullying behaviour themselves if healing does not occur.
I am writing this as a result of my own experience of being bullied at work. I wish I could report that my situation has now been fully resolved; but despite having grievances upheld I am still dealing with the repercussions – two years since I reported my situation to human resources. I have coped only due to the support of my friends, doctor, counsellor, solicitor and my faith. It is no great comfort to me that I know I am not alone in experiencing such abuse.
When I have talked to people about workplace bullying I have been shocked at how common it is: how ashamed, cowered, bewildered and exhausted the victims are and at how similar the pattern of abuse appears to be. The target of the bully is often a highly conscientious and competent employee who normally enjoys their work. Often the start of the bullying is unclear, being petty and innocuous it goes unnoticed.
Small criticisms, amusing comments made to colleagues at their expense, additional work loads, last minute changes in instructions: the victim is unsure what is happening. They feel less enthusiastic about going to work. They may begin to feel tired and jaded. Are they sickening for something or do they need a holiday? Their confidence begins to fade, mistakes are made, and then the bully is justified in making more open criticism.
This can be accompanied by humiliating comments, practical jokes, social isolation, claims of incompetence and disciplinary proceedings. Often the only escape for the victim is to go off sick. This is not a convenient hiding place as after months of abuse the victim is indeed unwell.
Has the prevalence of workplace bullying increased? Has the nature of bullying changed? It is unlikely that bullying has increased significantly since 1945; but the form of abuse appears to have changed in line with changes in work, working environments and the gender mix. Bullying nowadays is less likely to consist of sudden aggressive outbursts or physical assault, but is more likely to involve subtle, psychological cruelty and emotional abuse.
Why is such bullying so damaging? The low-key nature of each individual attack places the target in a position where to defend themselves appears as an over reaction. By the time the attacks become more obvious the victim’s confidence has been significantly reduced. The rationality of their behaviour towards the bully may also have been affected. The victim, when defending themselves, can therefore appear overwrought, incoherent and aggressive when defending themselves due to the pent up sense of injustice and anger at their predicament.
Colleagues may be slow, or fail completely, to see what is happening, or they may be concerned about siding with the victim for fear of becoming the next target. The victim is caught between the proverbial ‘rock and a hard place’. They are no longer in a fit state to seek new employment while the fear of losing their existing job is considerable.
Currently, an individual cannot bring a case of bullying to an employment tribunal. The victim has to resign and bring a case of constructive dismissal against their employer. Even if successful the maximum damages is £60,000. The usual award is a derisory £15,000, with no obligation for the employer to re-hire the plaintiff.
Whistleblowing is only likely to damage the whistleblower. Recent allegations that Gordon Brown has an explosive temper generated much media coverage and comment. Those acting to defend him claimed it was a by-product of strong leadership, while staff who complained were derided as being of weak character – after all, if you can’t stand the heat…
Acas (advisory, conciliation and arbitration service) advocates mediation as a means of overcoming difficulties between colleagues. Many employers have taken up their recommendations through the development of policies that present mediation as the first step in dealing with disputes. While mediation can be a positive means of resolving disputes between reasonable people, the dynamic between the bully and victim is not one based on reasonableness.
Individuals who use bullying behaviour are often in denial. They do not recognise or accept that their behaviour is invalidating and degrading. The outcome of mediation is a signed agreement of behaviours that is witnessed by the mediator. This document is not enforceable by any means and may itself become the focus of future torment. Certainly, as a single measure it is unlikely to prevent the return to bullying behaviour, and may well exacerbate it. Given the disparity in vulnerability and power between the parties, irrespective of seniority, mediation may not be the best means of overcoming bullying and harassment.
So what is to be done? I am aware that this is a complex issue. As part of my recovery I have delved deeply into the subject. There are a wide variety of books and websites available as well as a considerable body of academic research undertaken concerning its definition, prevalence, impact, cost to industry and even methods of combating it. However, to my knowledge there has been little in the way of defining a process in which the issue can be highlighted and tackled in an open, positive, empowering and healing way for all concerned.
Quakers have a long heritage of conflict resolution. I would like to develop a research project to instigate and trial a process that can be used by staff collectively to ensure bullying behaviours do not gain a foothold in the working environment. I would greatly value and appreciate feedback from anyone who has experience of, and a concern for, workplace bullying.
quakersagainstbullying@googlemail.com”
