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Businesses are being urged to adopt a zero tolerance policy towards workplace bullying in the wake of the furore surrounding Channel 4’s Celebrity Big Brother reality TV show.
Accusations levelled at several contestants on the reality TV show over their behaviour towards a fellow housemate have highlighted the devastating emotional damage that bullying causes.
Now leading UK employment expert Croner suggests the issue of bullying – racial, sexual discrimination and others – is endemic within UK organisations.
Richard Smith, employment services director at Croner, says bullying is a paramount issue that affects thousands of workplaces.
“Like the bullying Shilpa Shetty received, there are many victims of bullying in the workplace,” he said. “It’s an issue that costs British industry dearly - more than £2 billion a year in sick pay, staff turnover and loss of production.”
Croner, which advises on workplace issues such as bullying, is urging employers to be on the alert to the dangers in their own businesses. Failure to do so could see employers facing claims due to a whole host of legislation that protects employees from harm and unfair treatment in the workplace.
Research carried out by trade union Amicus as part of an anti-workplace bullying project found that hardly any employers (2%) adopted a zero tolerance policy towards bullying. Virtually all employers (97%) had never quantified the impact of bullying.
Although 80% had an anti-bullying strategy in place, more than half of those employers questioned in the survey still think bullying is an issue in their organisation.
The findings also recognised that bullying is an organisational issue rather than a problem between individuals.
Richard Smith said: “Bullying is not only unacceptable on moral grounds, but may, if unchecked or badly handled, create serious problems and costs for an organisation due to poor morale and productivity, and high staff turnover.
“What many employers don’t realise is that they can be held ‘vicariously liable’ for the bullying behaviour of their staff – even if they have no knowledge of employees’ acts and do not condone them.
“Claims can be made against employers for constructive dismissal, discrimination and harassment, or for personal injury if the employee suffers psychological harm. Furthermore, employers also risk breaching health and safety legislation if the employee feels in danger of physical harm.
“Research shows – and we advise that – organisations adopting a zero tolerance approach as part of a proactive bullying prevention policy are able to deal with the problem most effectively, and minimise the risk of claims.
“Employees need to be involved in implementing such a policy, so we would strongly encourage companies to consult with them throughout the process.”
Croner advises employers that a bullying prevention policy should include:
• A definition and explanation of bullying
• A statement of commitment from senior management
• Acknowledgement that bullying and harassment may be problems in any organisation
• A clear statement that bullying and harassment will not be tolerated and may be treated as disciplinary offences
• Examples of unacceptable behaviour
The policy should then give details of:
• Procedures to be taken if bullying is experienced
• Who to contact if bullying is experienced
• Steps the organisation will take to prevent bullying and harassment
• Responsibilities of supervisors and managers
• Confidentiality and protection provided to the complainant
• Investigation procedures, including timescales for action
• Disciplinary procedures, including timescales for action
• Counselling and support available
• Training available to managers
• Protection provided from unfounded allegations
• Implementation, review and monitoring of the policy.
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