A recent study in Britain has produced astonishing results. The Times Higher Education Supplement online survey on bullying, answered by 843 academic staff in higher education workplaces, reports that three-quarters of the respondents indicated they worked with someone who they believed was being bullied. More than 40 per cent of respondents to the survey said they were being bullied themselves.
According to the Association of University Staff of New Zealand: “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 reasonably be regarded as undermining the individual’s right to dignity at work.”
The Workplace Bullying Advice Line, a service for employees in the UK, explains that workplace bullies tend to fixate on nagging criticism and false allegations of underperformance and/or incompetence. Although it has been documented that many bullies are deeply prejudiced, they tend to focus their criticism primarily on those whom they see as less competent. This UK service also suggests bullies are lacking in interpersonal and behavioural skills and see themselves as inadequate, so they attempt to control (or push out) those working around them who seem to be happy and doing well.
Bullying has nothing to do with managing or mentoring. One interpretation is that it is an attempt to overcome a sense of personal inadequacy by attempting to subjugate another, and to create a work environment which faculty and staff find upsetting.
Bullying is to be found throughout the education system. Earlier this year, three Ontario education workers unions — the Elementary Teachers’ Federation of Ontario, the Ontario English Catholic Teachers Association and the Ontario Secondary School Teachers’ Federation — commissioned a survey on bullying in the workplace, the findings of which were released in September.
Thirty-eight per cent of the 1,217 education workers polled said they have been targets of verbal abuse, physical threats and/or other forms of intimidation by students. Fifty per cent of teachers of grades 7 through 9 said they have been bullied by students. Twenty per cent of respondents indicated they became so upset by the bullying that they sought professional help.
We cannot perform our jobs properly when we are working under duress. Victims of workplace bullying can experience stress, depression, reduced self-esteem, self-blame, phobias, sleep disturbances, digestive and musculoskeletal problems, or even post-traumatic stress disorder. The issue, if not resolved, may cause social isolation, family problems, and/or financial problems due to absence or discharge from work. Bullying also hinders our institutions by reducing effectiveness and generally creating a miserable academic environment.
Respondents to The Times Higher survey had worked at their jobs an average of seven years and reported bullying as lasting typically from two to five years, suggesting academic staff who completed the survey spent a large proportion of their working lives being bullied. The bullying reported in the survey ranged from being shouted and sworn at in front of others to having promotions blocked and isolation from colleagues.
Until recently, Canadian legislation did not specifically address workplace bullying. However, Quebec has introduced legislation to prevent and respond to psychological harassment, including bullying, in the workplace.
In other Canadian jurisdictions, the principles outlined in occupational health and safety legislation state that employers have a general duty to protect employees from risks at work, both physical and mental. British Columbia and Saskatchewan have specific workplace violence regulations, which may include workplace bullying. Alberta has an occupational health and safety code on the prevention of workplace violence and Nova Scotia has guidelines on workplace violence prevention.
Our post-secondary institutions can help prevent workplace bullying by stating their commitment to a healthy work environment in a written policy, with clear guidelines as to what behaviours are unacceptable. Policies and procedures must also be put in place to deal with allegations. The best protection is provided by good language in a collective agreement. Incidents need to be dealt with promptly, consistently and with authority. Support mechanisms must also be provided for the victims of bullying.
If you are being bullied, contact your faculty association. The Canadian Centre for Occupational Health and Safety advises that you document incidents in a journal, keep all correspondence from the perpetrator, and line up witnesses (if any). The CCOHS also advises that you do not attempt to retaliate, as this might make matters worse for you. Ask for an investigation. If you believe your health is at risk, seek medical attention.
We need to develop an institutional culture with values and standards that will not tolerate workplace bullying.