October is Mental Health Month and National Bullying Prevention Month.
The evidence is clear, being bullied is linked to poor mental health.
The focus of most awareness campaigns is bullying amongst children and young people.
Yet, the role of adults is crucial. We need adults to model positive behaviours and call out the negative behaviours. Bullying needs to be dealt with in a timely way and in a way that acknowledges those who have been hurt.
Children learn a great deal by observing the actions, attitudes, and responses of adults around them—whether parents, teachers, coaches, or community leaders. Good role modelling helps children develop empathy, respect, and appropriate ways to handle conflict, all of which counteract tendencies toward bullying.
We need to talk more about when adults bully other adults. Often there is a perception that the victim should simply "toughen up" or handle it themselves. This mindset and attitude are problematic in many ways, and nowhere is it more evident than across many workplaces; despite strict policies and laws about this.
When managers, workplaces, boards, councils and governing bodies fail to deal with bullying effectively they continue to feed the problem. We are seeing very little change in the number of people who are experiencing psychological harm and distress in workplaces. In 2020/21 Psychological injuries accounted for 9% of all workers compensation claims.
By not taking the appropriate actions against bullies, whether it be in the early stages, or following a substantiated investigation, they continue to feed into the very attitudes and “messaging” that sadly, will continue to keep bullying in our community alive and well.
Some of these attitudes are:
1. That asking for help or expecting support is a sign of weakness.
2. Normalisation of Bullying: as "part of the job”
3. Avoidance of Responsibility: and avoiding to addressing the underlying issue.
4. Lack of Awareness of Psychological Harm: Many people underestimate the mental health impact of bullying, assuming that, as adults, individuals should be unaffected by the behaviour of others. Sadly, for some, that psychological harm will become a lifelong trigger and condition.
In summary, with the attitude and this role modelling described above, the message to the victim of bullying is clear – you do not matter to us as an organisation and the organisations reputation and creating a sense of “unity” is more important than your mental health.
The message to our community from some workplaces in our midst is clear. “Whilst we profess to have a code of conduct, we will choose to follow this when and if it suits our narrative. “
Workplace bullying is managed by following policies and processes and taking effective disciplinary measures against bullying in substantiated bullying investigations.
It is managed by modelling behaviours, values and attitudes from the top down. It is managed by being consistent, always.
It is managed by acknowledging the “little people” in workplaces – the fact that everyone counts, and everyone is provided with procedural fairness and justice.
Doing this right, is the single biggest factor in the recovery process from bullying.
Organisations are quick to display their values and mission statements for all to see on their websites, in annual reports and achievements, often in bold print. Empathy, respect, equity, integrity, excellence, accountability, openness, transparency, social justice, partnerships, collaboration, ethical behaviours- and so the list goes on.
There are many wonderful workplaces who truly are embedding bullying intolerance in their workplaces and modelling this through their actions. They walk the talk. And then there are those who profess to do so, but unfortunately “actions” or lack thereof, speak louder than words.
We teach our children to be kind, and when they are not, to apologise.
The most useful thing to say to an injured employee or someone that has been bullied- is we are sorry this happened for you. We will hold the bully accountable. We can and will do better. You matter to us.
Many workplaces offer Employee Assistance Programs to employees for mental health support for anything that can be affecting their functioning at work. Evidence exist that those being bullied will seldom use this service as they are not comfortable doing so for many reasons.
If someone is being bullied and do not feel comfortable using the service ,please reach out for help . Some alternative options are availalbe on www.denimentalhealth.org.au
Also visit https://www.safework.nsw.gov.au/safety-starts-here/mental-health-at-work-the-basics/bullying
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