Workplace Bullying: Prevention and Awareness
A safe, productive workplace is about more than physical safety—it is about fostering an environment where employees feel respected, supported, and free from harm. Workplace bullying is one of the most damaging behaviours that can undermine this goal, affecting individuals, teams, and organisations alike. But what exactly is workplace bullying, and how can it be addressed effectively?
What Workplace Bullying?
Workplace bullying involves repeated actions directed at an individual or group that pose a risk to their health and safety. It is not a one-off incident but a sustained pattern of harmful behaviour that deeply impacts morale, productivity, and mental wellbeing. Examples include ongoing verbal abuse, intimidation, or deliberate exclusion.
What is Workplace Harassment?
Harassment differs from bullying and is defined as unwelcome, offensive, or intimidating behaviour targeting someone based on protected characteristics like race, gender, age, or disability. Harassment creates a hostile work environment and violates workplace standards and laws.
When Harmful Behaviour Isn’t Legally Bullying
Not all harmful behaviours meet the legal definitions of bullying or harassment, but they can still harm workplace culture. This is where a strong organisational code of conduct becomes essential. It should address behaviours like incivility, gossip, dismissive comments, or subtle exclusion—actions that undermine trust, collaboration, and employee wellbeing.
Common Types of Harmful Behaviour
Harmful behaviour can take many forms:
- Verbal: Insults, sarcasm, or offensive remarks.
- Non-verbal: Ignoring colleagues or using intimidating gestures.
- Physical: Aggressive behaviour or inappropriate physical contact.
- Psychological: Spreading rumours or undermining trust.
- Social: Excluding others from workplace activities.
- Cyber: Harassment through emails, messaging apps, or social media.
By addressing all forms of harmful behaviour, organisations can create a respectful and supportive environment where employees can thrive.
The Impact of Harmful Behaviour
Harmful workplace behaviour has far-reaching consequences for employees, teams, and organisations:
- For Employees: Increased stress, anxiety, and burnout, leading to higher absenteeism and turnover.
- For Teams: Strained collaboration, low morale, and escalating conflicts.
- For Organisations: Higher recruitment and training costs, legal risks, and reputational damage.
Ignoring harmful behaviour is costly for everyone.
Legal Responsibilities
Under Victoria’s Occupational Health and Safety Act 2004 (VIC) or the Model Work Health and Safety Act, Model employers have a clear legal obligation to ensure their workplaces are safe and supportive.
This includes:
- Providing a Safe Workplace: Creating an environment free from risks to health and safety.
- Addressing Psychosocial Hazards: Tackling issues like bullying, harassment, and other harmful behaviours.
- Minimising Risks: Taking practical steps to reduce hazards wherever possible.
Meeting these obligations is not just about compliance—it is about creating a workplace where everyone feels respected and valued.
5 Steps to Prevent Bullying and Harassment in the Workplace
Step 1: Create Clear Policies
- Develop and communicate workplace policies on behaviour, bullying, and harassment.
- Define unacceptable actions and the consequences of misconduct.
Step 2: Train Employees and Managers
- Provide training on recognising and addressing harmful behaviours.
- Include de-escalation techniques and active bystander skills in the training.
Step 3: Foster a Culture of Respect
- Promote inclusivity, open communication, and diverse perspectives.
- Ensure leaders model respectful behaviour.
Step 4: Provide Safe Reporting Channels
- Offer confidential, retaliation-free options for employees to report concerns.
- Include options for anonymous feedback tools for sensitive issues.
Step 5: Monitor and Improve Workplace Culture
- Regularly survey employees to gauge morale and identify problem areas.
- Use the feedback to address recurring issues and refine policies.
The Big Picture: Why It Matters
Harmful workplace behaviour is more than just an HR issue; it is a barrier to creating a thriving, productive organisation. Tackling these behaviours head-on and fostering a culture of respect leads to happier, healthier, and more engaged teams. By prioritising prevention and awareness, organisations can build stronger foundations for success.
