There is a common misconception that bullying ends when one reaches adulthood. What people are less aware of is the bullying that can occur in the workplace. Many child bullies do not outgrow their abusive tendencies and instead transfer them to new settings, such as the workplace. Bullies engage in their behaviour because they feel the need to control and maintain power based on their own issues with self-worth.
The Workplace Bullying Institute (WBI) describes workplace bullying as “repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators.” One of the difficulties is that there are often multiple bullies and it is not as clear to detect the bullying as it would be in a school playground. Whilst there may be one person who is the actual bully, co-workers are often complicit in the behaviour (or may themselves be victims).
The WBI suggests there are several areas of harm that result from workplace bullying:
• Stress-related physical health – Bullying can affect cardiovascular and gastrointestinal health. This leads to issues such as heart failure, high blood pressure, indigestion, ulcers, etc. It also lowers the health of the overall immune system. The person may always feel worn out and need several days to destress from workplace interactions.
• Emotional/psychological health – Bullying can be manifested in different ways such as constant criticism, shouting (often with insults), humiliation, vindictiveness about past errors, etc. This abuse can lead to anxiety, depression, low self-esteem, post-traumatic stress disorder, and suicidal thoughts.
• Social Status – Bullies will often find ways to ostracise the individual (leaving them out of meetings, isolating them during lunch, etc.). This is often the area where co-workers are most complicit, partly because they fear being the next target if they associate with the individual. Bullies also tend to gossip and spread rumours about the individual.
• Economic – The bullying behaviour can have economic consequences. It can lead to a person quitting their job or being unjustly suspended or fired. Bullying may also involve the refusal to promote (often due to a boss taking the person’s credit/ideas for himself/herself or a co-worker), sabotaging work (lack of communication, exceedingly high expectations, refusing to cooperate, last minute changes, impossible schedules, withholding resources, etc.).
Unfortunately, workplaces are not always clear about the steps one needs to take if she thinks she is being bullied at work. If you suspect you may be experiencing bullying, document the instances of bullying and approach your human resources department. Your workplace may not have clear guidelines on bullying but you can be a part of that positive change. If they are still unresponsive to the situation, you might be able to look into legal steps you can take. You can also try to reach out to organisations that are able to provide support. Do not suffer in silence. Remember, being bullied is never your fault and is not something you should feel ashamed about.
Organisations with Online Resources:
American Psychological Association Center for Organizational Excellence (www.apaexcellence.org)
Canadian Centre for Occupational Health and Safety (www.ccohs.ca/oshanswers)
Workplace Bullying Institute (www.workplacebullying.org)
