Bullying and harassment are still a serious concern in many workplaces.
Employers should conduct risk assessments and use other tools such as staff surveys to identify areas of risk, and action plans to address risks effectively. They should put in place a well-communicated policy and guidance that clearly states the organisation’s commitment to promoting dignity and respect at work. Employers’ responsibilities extend to work-related activities outside the workplace, such as work parties or team outings.
All individuals have a responsibility to behave in ways which support an inclusive and tolerant working environment. Everyone should play their part in making the organisation’s policy a reality, and managers should challenge inappropriate behaviour and take action.
Developing a climate of respect
Promoting a positive and inclusive climate at work based on dignity and respect will help to prevent inappropriate behaviour. Senior leaders should demonstrate strong values that communicate what a climate of dignity and respect looks like, and role-model appropriate behaviour at all times.
Policies, communication and training
A well-designed policy is essential to tackling bullying and harassment. Policies and guidance should be agreed with trade union and/or employee representatives and communicated to everyone. They should, for example:
- Communicate a clear organisational position on bullying and harassment, and explain why such behaviours will not be tolerated.
- Give examples of what constitutes unfair treatment, including bullying and harassment, as well as examples of behaviour that can take place across a wide spectrum of unacceptable conduct.
- Explain the damaging effects of bullying and harassment, for example, on people’s health and wellbeing as well as employee morale and the organisation’s performance.
- Define the policy’s scope, for example, applicability to agency and freelance staff, while also addressing third-party harassment and work-related situations outside normal working hours.
- Explain how to raise concerns if an employee experiences or witnesses bullying or harassment, as well as the procedure to make a formal complaint.
- Make clear that allegations of bullying and harassment will be treated speedily, seriously and confidentially.
- State that all complaints will be investigated thoroughly and treated as a disciplinary offence where a case is proven.
- Clarify the roles and responsibilities of all employee groups, including line managers, for upholding expected standards of behaviour.
All employees should:
- Be made aware - through induction, training and guidance - about their rights and personal responsibilities and understand the organisation’s commitment to dealing with bullying and harassment.
- Know who to contact if they want to discuss their experiences to decide what steps to take.
- Know how to make a complaint and the timescales for any formal procedures.
The policy should be monitored and regularly reviewed for effectiveness.
It is essential that line managers have regular training and understand their role in addressing all forms of inappropriate behaviour, and that they have access to advice and support from HR with appropriate confidentiality. Policies should specify a choice of contact if the line manager is the alleged harasser or bully.
There is more in our Dealing with conflict at work guide.
Where possible, organisations should encourage people to resolve conflict informally, at the earliest possible stage. This approach is more effective because it helps to prevent disagreements from escalating and developing into more serious disputes.
