Workplace bullying is systematic psychological abuse aimed at degrading and humiliating others. Research from around the world indicates up to 50% of working adults report that they have been bullied.
Although OSHA and various state and federal regulations require that employers provide a safe and harassment-free work environment, it is an epidemic many employers are ill-equipped to deal with.
Employee Assistance Report and Civility Partners will present the free webinar, “How to Spot, Understand, and Solve Workplace Bullying” at 1 p.m. Eastern time on Wednesday, July 20.
The presentation will be led by Catherine Mattice, MA, SPHR, SHRM-SCP, internationally recognized expert on workplace bullying, and head of Civility Partners, and Mike Jacquart, BA, editor of the Employee Assistance Report monthly newsletter.
Join Catherine and Mike as they define workplace bullying and offer tips for helping targets and organizations solve the problem. All information is based on their own experiences and academic research.
Don’t miss this great opportunity to learn how to handle this complicated issue from a true expert in the field! But time is ticking away! For more info and to register visit
What are the effects of having been subjected to workplace bullying? Do these effects differ between men and women?
Researchers studied 3,182 people in a variety of public and private organizations. They analyzed participants’ absentee history and mental health. A report on their study was published in the journal Labour Economics.
It revealed that bullying may have prolonged ramifications for both men and women, although the effects differ. Researchers found that men were more likely than women to leave the labor market due to bullying. Bullying also negatively affected male victims’ salary, suggesting workplace bullying may cause them to be overlooked for promotions and other opportunities to make more money.
Researchers found that men were more likely than women to leave the labor market due to bullying. … Women were more likely to use antidepressants.
Women who experienced bullying took double the sick leave of non-bullied workers and were more likely to use antidepressants.This suggests that the consequences of bullying in terms of negative health effects are long lasting. Men were more likely than women to report physical intimidation.
The results remained consistent even when researchers controlled for factors such as attachment to the labor market, personality, and previous history of sick leave.
A study conducted by the Workplace Bullying Institute (WBI) also revealed clear differences in bullying between genders. The vast majority of bullies are men (69%). Male perpetrators seem to prefer targeting women (57%) more than other men (43%). Women bullies were less “equitable” when choosing their targets for bullying. Women bullied women in 68% of cases. [In past WBI national Surveys, the woman-on-woman bullying percentages were similarly disproportionately high.]
In terms of gender and job loss, targets lose their jobs at a much higher rate than perpetrators (82% vs. 18%). When bullies are men regardless of the targets gender the loss rate is equally high. However, when bullies are women, women targets lose their jobs 89% of the time. Also, women bullies, as perpetrators, suffer the highest job loss rate (30%) of any gender pairing.
According to recent research from staffing firm OfficeTeam, about one in three (35 percent) workers surveyed admitted they’ve had an office bully. More than one-quarter (27 percent) of human resources (HR) managers interviewed said they think workplace bullying happens at least somewhat often at their company.
“Workplace bullying often flies under the radar because employees tolerate or fail to report it,” said Robert Hosking, executive director of OfficeTeam. “Managers and staff alike should be supported in addressing bullying issues. This includes not giving anyone a pass for negative behavior, no matter how valued that person may be.”
OfficeTeam offers five tips to help employees who are victims of workplace bullying:
Take a stand. Avoid being an easy target. Bullies often back off if you show confidence and stick up for yourself.
Talk it out. Have a one-on-one discussion with the bully, providing examples of behaviors that made you feel uncomfortable. It’s possible the person is unaware of how his or her actions are negatively affecting others.
Keep your cool. As tempting as it is to go tit-for-tat, don’t stoop to the bully’s level. Stay calm and professional.
Document poor conduct. Maintain a record of instances of workplace bullying, detailing what was said or done by the individual.
Seek support. If the issue is serious or you aren’t able to resolve it on your own, alert your manager or HR department for assistance.
Additional resources on this subject include: Catherine Mattice, co-author of “Back Off! Your Kick-Ass Guide to Ending Bullying at Work,” and Laura Crawshaw, founder and executive director of the Boss Whispering Institute.