Bullying at work refers to repeated, harmful behaviour directed at an individual or group, intended to intimidate, degrade, humiliate, or undermine their performance and well-being. This behaviour can take various forms, including verbal abuse, unwarranted criticism, exclusion from professional opportunities or deliberate sabotage of work. Unlike occasional disagreements or conflicts, work place bullying involves a persistent patter of mistreatment that creates a hostile environment, affecting the victim's mental and emotional health as well as their job satisfaction and productivity.

Types
  • Verbal – Insults, teasing, name calling or yelling
  • Physical – Pushing, hitting or unwanted physical contact
  • Social – Exclusion, spreading rumours or gossiping
  • Cyberbullying – Using emails, messages, or social media to intimidate or harass
  • Power based – Misusing authority to control, intimidate or undermine others
  • Work related – Sabotaging work, taking credit for someone else’s work, or constantly criticizing
Symptoms
  • Physical signs (bruises, scratches)
  • Emotional Changes (withdrawal, anxiety)
  • Changes in behaviour (Avoiding certain places or people)
  • Decreased self-esteem or confidence
  • Sudden changes in academic performance or interest in activities.
  • Loss of personal belongings or unexplained injuries.
Causes
  • Power Imbalance Hierarchical differences - leading to misuse of authority
  • Competitive environment – pressure to excel fostering aggressive behaviour
  • Poor management -Inadequate policies or lack of intervention
  • Organizational culture – Tolerance or acceptance of bullying behaviours
  • Individual traits – Personal insecurities or unresolved conflicts as bullying tendencies

Diagnosis
  • Observation – Noticing repeated patterns of negative behaviour towards an individual or a group
  • Assessment – Gathering information through surveys, interviews, or reports to understand the situation
  • Identification of patterns – Recognizing consistent behaviours that align with typical bullying actions
  • Documentation -Keeping records of incidents, behaviours, and their impact on the individual or team
  • Comparison to defined criteria – Evaluating the observed behaviour against established definitions or policies of workplace bullying

Approaches to Address Bullying at Work
  • Policy Implementation – Establishing clear anti – bullying policies and procedures
  • Training and education – Educating employees about recognizing, preventing, and reporting bullying
  • Support systems -Providing confidential counselling or support for affected individuals
  • Conflict Resolution- Mediating to resolve conflicts and improve communication
  • Accountability – Enforcing consequences for bullying behaviour as per established policies
  • Cultural shift -Fostering a positive, respectful work culture through leadership example and reinforcement

Local Support Services

National support Services
  • Human Rights commissions or Ombudsman offices – Offer advice and support for workplace discrimination or harassment cases
  • Employee Assistance Programs (EAPS) – Providing Counselling or support services for employees dealing with workplace issues
  • Trade Unions or professional Associations – Offer guidance and support for members facing workplace bullying 
  • Legal Aid or Advocacy groups – Provide legal advice or representation of workplace harassment cases

Page last reviewed: 24 September 2024
Next review due: 24 September 2025