Workplace Bullying and Its Impact
Ciara Kirwan, MSc.Psych, MSc.OEHS
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HSA Inspector
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Workplace Bullying – Nationwide remit
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Psychologist
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Organisational & Health and Safety
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Workplace Bullying
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Code of Practice
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Inspections in Action
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Findings
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Useful Information
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An isolated incident /once-off incident
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Harassment
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Ordinary performance management
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Workplace conflict where people disagree on others’ points of view
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Expressing differences of opinion strongly
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M
ore prevalent in the public sector
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L
arger effect on absences in the private sector
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Those who experience workplace bullying are 1.6 times more likely to
experience cardiac health issues
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Guidance for
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Employers
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Employees
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Representatives
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Practice and Procedures
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Solution focus
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Informal and formal
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Appeal
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Not statute – used as standard
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We are hurt by injustices
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We seek fair play
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Undermined sense of justice affects performance and productivity at work
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Mental Wellbeing
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Dysfunctional work environments
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Low morale
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Lost time
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Litigation
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Confused on whether to make a complaint
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Don’t know if it’s worth it
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Don’t know if it’s bullying
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Don’t trust the process (don’t believe it’s robust)
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Guidance
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Clear process outlined
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Avoids confusion
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Consistency
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Fairness
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Identifies who to contact
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Policy
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Stick to the steps in the policy
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Ensure the policy is site-specific and relevant to that place of work
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Code update
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Employee communication and information access
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Know and take on board the role limits - what are they?
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Understand psychology of both parties (emotions)
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Aggrieved/angry/upset – festering?
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Affronted, angry, afraid – revenge?
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Not engage in improper behaviour which
would endanger the health, safety and
welfare of yourself or the other employees
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Comply with relevant anti-bullying policies,
as appropriate
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Co-operate with employer when an
allegation of bullying at work is being
investigated
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Check your role?
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Are you responding as a
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Friend
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Colleague
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Contact Person
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Manager
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This is only one side of the story
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Be mindful of your response
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T: 0818 289 389
E: contactus@hsa.ie
W: www.hsa.ie
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Workplace bullying, defined as repeated inappropriate behavior undermining dignity, is a prevalent issue with significant economic and health consequences. The code of practice emphasizes the importance of addressing bullying to enhance mental wellbeing and productivity. Employers, employees, and representatives are guided on procedures to handle bullying effectively, recognizing the detrimental effects of such behaviors on individuals and organizations.
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Presentation Transcript
Workplace Bullying Ciara Kirwan, MSc.Psych, MSc.OEHS
Who am I HSA Inspector Workplace Bullying Nationwide remit Psychologist Organisational & Health and Safety
Todays Presentation Workplace Bullying Code of Practice Inspections in Action Findings Useful Information
Bullying Definition Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could be reasonably regarded as undermining the individual s right to dignity at work
Bullying is not An isolated incident /once-off incident Harassment Ordinary performance management Workplace conflict where people disagree on others points of view Expressing differences of opinion strongly
Workplace Bullying- Ireland Estimated Per Year Cost to the economy of 239 million* More prevalent in the public sector Larger effect on absences in the private sector Those who experience workplace bullying are 1.6 times more likely to experience cardiac health issues
Media Media Coverage Coverage Examples Examples
In the Code Guidance for Employers Employees Representatives Practice and Procedures Solution focus Informal and formal Appeal Not statute used as standard
Why is this Code Important? We are hurt by injustices We seek fair play Undermined sense of justice affects performance and productivity at work Mental Wellbeing Dysfunctional work environments Low morale Lost time Litigation
Operational Findings Confused on whether to make a complaint Don t know if it s worth it Don t know if it s bullying Don t trust the process (don t believe it s robust)
The Code in Action Pilot Study Policy not updated Missing/skipping stages General Findings Merging of concepts Contact Person Role Generic
Importance of Policies Guidance Clear process outlined Avoids confusion Consistency Fairness Identifies who to contact
Employer Advice Policy Stick to the steps in the policy Ensure the policy is site-specific and relevant to that place of work Code update Employee communication and information access
Management Advice Know and take on board the role limits - what are they? Understand psychology of both parties (emotions) Aggrieved/angry/upset festering? Affronted, angry, afraid revenge? Communication should be clear and repeated
Employee's Responsibilities Not engage in improper behaviour which would endanger the health, safety and welfare of yourself or the other employees Comply with relevant anti-bullying policies, as appropriate Co-operate with employer when an allegation of bullying at work is being investigated
Remember Check your role? Are you responding as a Friend Colleague Contact Person Manager This is only one side of the story Be mindful of your response
Go raibh maith agaibh Thank you T: 0818 289 389 E: contactus@hsa.ie W: www.hsa.ie
