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7 recommendations to eliminate bullying and harassment in the workplace.
A recent survey conducted by SAI Global revealed that 30 per cent of Australian organisations have experienced bullying and harassment, with managers and peers among the biggest perpetrators.
By certifying to ISO 45001, you are demonstrating to your stakeholders and employees your commitment to eliminating injury and ill-health – including physical, mental and cognitive risks. Tips to help eliminate toxic behaviour, according to the ISO 45001 Standard.
1. Train managers to identify and call out bullying behaviours early.
Some people might not even be aware that their behaviour is affecting the broader workplace culture. In these circumstances, it is useful to have a conversation with employees about their behaviour and its impact on colleagues. While this might seem like a sensitive and difficult conversation, it will promote awareness and teach individuals to recognise bullying tendencies and act on them early.
2. Follow your company’s policy and processes when standards of expected behaviours are not met.
Every company should develop and implement a clear and succinct workplace bullying policy to help address any bullying that occurs. This policy should clearly define the standards of behaviour that are expected, and your responsibilities as an employer about how bullying will be dealt with. Whether this is a code of conduct or workplace bullying policy, it is important that these standards are continually reviewed and updated.
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ISO 450013. Have regular consultations with your employees.
Every employer should try to be trustworthy and approachable, while providing respectful performance feedback to their employees. By regularly consulting with employees, it will also help them to better identify and assess if bullying is occurring in their workplace. Holding open dialogues with employees can also draw attention to potential factors that are likely to increase the risk of workplace bullying.
4. Design systems that allow employees to carry out their work safely.
By clearly defining jobs and incorporating workplace bullying into risk management approaches, it will help ensure that your workers are carrying out their work safely. These systems should also ensure that management (particularly lower levels of management) are adequately trained and supported to address workplace bullying. For instance, providing them with resources, information and training, will help them to feel empowered to address the issues at hand.
5. Manage workplace stressors.
Role conflict and uncertainty may cause bullying behaviours due to the stress it places on employees. Ensure employees understand their roles and have the skills to do their job to minimise work circumstances that could lead to bullying. This will also help to minimise the risk of employees’ perceiving different opinions or management actions as bullying.
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OH&S Training6. Promote productive, respectful working relationships through good management practices.
As your leadership sets the tone for how employees are expected to treat each other, it is important to identify and model the behaviours that you need in your team. By treating everyone with dignity and respect, it will help to create a cohesive workplace culture where bullying is not tolerated.
7. Prioritise the psychological health of your employees.
It is important to promote a positive and psychologically healthy workplace, beyond merely the absence of bullying. Encouraging staff to work on tasks together, matching employee skills and strengths with tasks, and providing employees with sufficient information to perform tasks competently are just a few ways to help them balance mental workplace demands. Offering your employees flexible working arrangements also enables them to take care of their psychological health in the workplace.