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Managing Harassment And Bullying - Top Tips


By Nic Sale

In a recent survey conducted by Pearn Kandola, more than two-thirds of employers reported an increase in harassment and bullying in their workplace over the past two years. The remaining one-third reported that levels had remained the same. Estimates of bullying and harassment in the workplace suggest that at any one time, 10-15% of employees experience harassment and bullying in their current place of work.

And yet one third of organisations do nothing to monitor levels of harassment and bullying in their own workplace. A staggering 90% have no idea...

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...how much harassment and bullying costs their organisation each year. For some organisations who have looked into this issue, employee replacement costs and employment tribunal payouts alone mount to millions of pounds, before considering wider issues such as loss of productivity, sick leave, time taken to manage the grievance, impact on morale, creativity and turnover — the list goes on.

So, if you’re starting to wonder how healthy your organisation is regarding harassment and bullying, here are some top tips for managing it effectively.

1) Find out what’s going on - and not simply by checking the number of grievances raised. For example, include questions in your staff survey, run a diversity audit or conduct an anonymous sample survey — being careful to differentiate between witnessed, and personally experienced, harassment and bullying.

2) Set the organisational climate — this is one of the most powerful ways to communicate that harassment and bullying is not tolerated. This can be achieved through including harassment and bullying issues in training and development programmes, by sharing (anonymous) examples of what constitutes harassment and bullying, publicising the actions that employees can take if they feel they are experiencing harassment and... continued on page two >

 

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