Bullying in the Workplace: Prevalent and Harmful to Employee Health
March 2008
Approximately 37% of American workers, an estimated 54 million people, have experienced bullying at work.1 Employers and lawmakers are now discovering that bullying doesn't stop at the playground, it can continue into the workplace. Adults who have experience two or more episodes of intimidation and belittling comments over a two month period experience serious distress that affects employee health, productivity, and performance. Workplace bullying can include2:
- Verbal abuse.
- Offensive conduct/behaviors (including nonverbal) which are threatening, humiliating or intimidating.
- Work interference which prevents work from getting done.
Bullying can be subtle and go unnoticed by coworkers or be witnessed by others.2 In addition, since 72% of those who have experienced bullying identify his/her boss as the bully, reporting the abuse can be difficult. Victims of sexual harassment and discrimination are given protection under the law and employers have put in place policies to prevent these practices. Currently, in many states, non-violent forms of abuse in the workplace, such as bullying or incivility, are not illegal, therefore leaving victims with little support. Fortunately this is changing as new legislation is proposed.
Why Employers Should Care
Bullying can create a negative working environment with unhealthy consequences. Recent research has shown that workplace bullying2-4:
- Increases depression, gastrointestinal disorders, headaches, insomnia, exhaustion, poor concentration and substance abuse.
- Is associated with higher levels of anger and anxiety.
- Increases job stress and turnover.
- Lowers employee well-being.
- Lowers job satisfaction.
- Results in less satisfying relations with his/her boss compared to individuals who experience sexual harassment.
What Employers Can Do
Employers can help identify victims by screening for depression and offering counseling for those affected by bullying. The Society of Human Resource Management (SHRM) suggests these strategies to eliminate bullying from the workplace5:
- Establish an anti-bullying policy that defines bullying and gives descriptions of acceptable and unacceptable behaviors at work.
- Conduct periodic surveys of employees in an attempt to uncover bullying behavior.
- Establish reporting, investigation and mediation processes to handle employee complaints about his/her supervisor or other co-workers without reprisals.
- Conduct widespread employee and manager training to ensure that everyone in the organization is aware of his/her responsibility to conduct himself/herself in a professional, civil, and businesslike manner.
Resources
- The Workplace Bullying Institute. U.S. workplace bullying survey. September, 2007. Available at http://bullyinginstitute.org/zogby2007/wbi-zogby2007.html. Accessed on March 11, 2007.
- American Psychological Association. Bullying more harmful than sexual harassment on the job, say researchers. Available at: http://www.apa.org/releases/bullying0308.html. Accessed March 11, 2008.
- Lutgen-Sandvik P, Tracy SJ, Alberts JK. Burned by Bullying in the American Workplace: Prevalence, Perception, Degree and Impact. Journal of Management Studies. 2007;44(6):837-862.
- Namie G, Namie R. Workplace bullying: How to address America's silent epidemic. Employee Rights & Employment Policy Journal. 2004;8(2):315-333.
- Daniel, TA. Bullies in the workplace: A focus on the 'abusive disrespect' of employees. SHRM. August 2006. Available at: http://www.shrm.org/hrresources/whitepapers_published/CMS_018341.asp. Accessed March 11, 2008.
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