Preventing Workplace Bullying: Building a Culture of Safety and Respect.

By Rose Byass

25 January 2025

Workplace bullying is a pervasive issue that can negatively impact individuals, teams, and organisations. Despite strengthened laws and awareness campaigns, bullying continues to affect workplaces globally. By adopting systemic, evidence-based strategies, organisations can address and prevent bullying effectively.

Global Context of Workplace Bullying

Around the world, workplace bullying statistics paint a troubling picture. In the United States, approximately 48.6 million people, or 30% of the workforce, report being bullied. In India, the percentage is even higher, ranging from 46% to 55%, while Germany reports 17%. Australia ranks among the worst in the developed world, with about 10% of employees admitting to experiencing bullying. However, this figure might underestimate the problem, as much of the behavior goes unreported, with research suggesting up to two-thirds of Australian workers face unfair treatment. The total cost of workplace bullying in Australia is estimated to be up to $36 billion annually, highlighting the need for effective prevention strategies. Researchers at the University of South Australia (UniSA) have developed a novel diagnostic and response solution that treats bullying as a work health and safety hazard. This approach emphasizes the importance of healthy organizational cultures and systems to mitigate bullying.

Understanding the Different Types of Workplace Bullying

Workplace bullying manifests in various forms, each requiring tailored responses. Researchers have categorized bullying behaviors into dimensions, including:

1. Goal Direction and Motivation:
   • Hostile bullying involves overt actions like yelling or throwing things, often driven by personal animosity.
   • Instrumental bullying includes covert tactics such as spreading rumors or distorting information to remove a perceived threat.
2. Immediacy:
   • Direct bullying features visible acts like blaming, shaming, and yelling.
   • Indirect bullying involves subtler actions like withholding information or sabotaging.
3. Visibility:
   • Overt bullying occurs in public, such as humiliating someone in front of others.
   • Covert bullying includes subtle actions like gaslighting or subtle blaming.
4. Targeting:
   • Downward bullying by supervisors accounts for 65% of cases.
   • Horizontal bullying involves peers or coworkers (21%).
   • Upward bullying by subordinates occurs in 14% of cases.
   • Mixed bullying involves multiple levels within an organization.
5. Costs:
   • Physical, psychological, social, economic, and organizational impacts can result from bullying, affecting individuals and the broader workplace.

Addressing Myths and Ineffective Interventions

Common misconceptions about workplace bullying hinder effective interventions. For instance, bullying is often mischaracterised as "holding people to high standards" or as part of a competitive work culture. In reality, bullies are typically mediocre performers driven by self-interest rather than organisational goals. Traditional approaches to addressing bullying, such as placing the burden on targets or focusing solely on overt bullying, are insufficient. A systemic approach that involves prevention and organizational-level strategies is essential.

A Systemic Approach to Prevention

Research led by UniSA’s Associate Professor Michelle Tuckey emphasises treating workplace bullying as a systemic issue rather than an interpersonal conflict. By using a safety risk management framework, organisations can identify hazards, assess risks, implement controls, and monitor outcomes. This method involves both staff and managers, fostering a culture of accountability and participation.The diagnostic tool developed by UniSA identifies organizational weaknesses contributing to bullying and offers actionable insights. By analyzing documented complaints and workplace data, researchers created a survey-based tool that predicts work health and safety outcomes, including exposure to bullying.

Key Strategies to Combat Bullying

1. Addressing Hostile Bullying:
   • Train employees in non-violent communication.
   • Reduce workplace stress by addressing unrealistic deadlines and resource scarcity.
2. Preventing Instrumental Bullying:
   • Ensure transparent, fair decision-making processes for promotions and resource allocation.
   • Use tools like task boards and shared documents to document performance and contributions.
3. Reducing Downward Bullying:
   • Implement leadership training focused on psychological safety.
   • Use 360-degree evaluations and climate surveys to identify red flags.
4. Curbing Upward Bullying:
   • Establish clear behavioral expectations during onboarding.
   • Train managers to address disrespectful or manipulative behavior confidently.
5. Preventing Horizontal and Mixed-Direction Bullying:
   • Avoid creating environments of unhealthy competition.
   • Foster collaboration through shared metrics and transparent resource distribution.

The Role of Culture and Systems

As Associate Professor Tuckey points out, workplace bullying often reflects organisational culture and systems. A healthy workplace culture that prioritises fairness, transparency, and employee well-being discourages bullying. Organisations must invest in creating systems that prevent egotistical behavior and reinforce positive interactions.

Conclusion

Workplace bullying is a complex issue requiring systemic solutions. By addressing cultural and organisational factors, businesses can foster environments where employees feel safe, valued, and empowered. The benefits of preventing bullying extend beyond individuals, enhancing productivity, engagement, and long-term organizational success.

If you are experiencing bullying in the workplace, let Robust Leaders work with your organisation to manifest a healthy solution.