IPPN Conference 2009 Dr Brendan Byrne

Workplace Bullying in Primary Schools n Dr Brendan Byrne

Topics for Discussion n The nature of Bullying n The effects of bullying on the individual and the organisation n The role of the Principal in providing all employees with an environment that is free from any form of workplace bullying and harassment n How Principals may be bullied and what they can do. n

Definitions n In the document ‘Working Together’ Procedures and Policies for Positive Staff Relations, management and INTO have adopted the definition of bullying set out by the Health and Safety Authority which is: n “Bullying in the workplace is repeated aggression, verbal, psychological or physical, conducted by an individual or n group against another person or person n An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a once off incident is not considered to be bullying. n Supporting information and examples n How it relates to your audience

or group against another person or persons. Bullying is where aggression or cruelty, viciousness, intimidation or a need to humiliate, dominate the relationships. Isolated incidents of aggressive behaviour, while to be condemned, should not be described as bullying. In the workplace environment

there can be conflicts and interpersonal difficulties. Many of these are legitimate industrial relations difficulties which should be dealt with through the appropriate industrial relations channels. Only aggressive behaviour which is systematic and ongoing should be regarded as bullying.”

Accordingly, it is the view of INTO and management, that the exercise of legitimate management functions, in a reasonable and fair manner, does not constitute bullying.

Further Definitions n Bullying is an abuse of power n Bullying is the breaking down of a person (16 year old boy)

Harassment and Sexual Harassment n The Employment Equality Act, 1998 and 2004 specifically deals with harassment in the workplace. Harassment that is based on the following nine grounds- Gender, Age, Marital Status, Sexual Orientation, Disability, Race, Religion or membership of the Traveller Community is a form of discrimination in relation to conditions of employment.

Sexual Harassment The Employment Equality Act (1998) defines sexual harassment as any unwelcome act, request or conduct, which could reasonably be regarded as sexually or otherwise on the grounds of gender, to be offensive, humiliating or intimidating to the employee in question, such as:

n any act or physical intimacy; or n any request for sexual favours; or n any other conduct such as, spoken words, gestures or the production, display or circulation of written words, pictures or other materials.

The Reasons for Bullying n Whether or not a person will be bullied is usually determined by the level of vulnerability and the reaction that they give to the negative behaviour Risk Factors: n Physical Characteristics n Personality n Culture

Why People Bully n Power n Control n Status n Insecurity n Fun

Who are the Perpetrators of Bullying? n In the course of their professional duties teachers/principals may be subjected to bullying behaviour by: n Parents/Guardians n Pupils n Non Teaching Staff n Colleagues

Possible Causes n Inexperience n Insufficient support n Lack of confidence n Lack of competence n Personal difficulties-illness/family n Atmosphere in the school n Combination-any teacher can be target

Parents/Guardians Examples n Inappropriate questioning of a teacher’s competence, authority or teaching methods. n This can occur in person, in writing or on the telephone

Pupils n An individual or a group can be involved n Inappropriate language, gesture, insolence and non co-operation n Physical threat or intimidation n Teachers property can be the target n Sexual harassment- written material on a blackboard

Non Teaching Staff n Situations involving caretakers and secretarial staff n Difficulties in relation to access-rooms and equipment. Repair work. n Photocopying, the passing on of telephone messages

Colleagues n It may involve rumours n Exclusion n Intimidating body language n Invasion of personal space n Interference with property

Principal or Deputy Principal n Inappropriate confrontation- sometimes in public n Unfair treatment in relation to allocation of classes, timetabling n Inappropriate comment/questions about a teacher’s personal life/professional competence

Bullying of Principals/Deputy Principals n Individual or group may refuse to co- operate with decisions n Inappropriate comment to parents/guardians n Lack of respect/courtesy n A Principal appointed from within may be the subject of jealousy n If appointed from outside there may be a lack of co-operation or even hostility

What to Do n Examine whether the behaviour involved is bullying n Consider the motive of the perpetrator- jealousy, power, control, fun n Keep a written record-details of when, where, who and what n Note such things as tone of voice, facial expression and appropriateness of subject matter and location

n Examine ways in which you may have contributed to the situation n Talk to someone you trust n Do not allow yourself to become isolated n Consider approaching the designated person if there is one n If the behaviour persists, consider making an informal approach

Bullying/Harassment Procedure n Stage 1 Decide to address the matter n Stage 2 Informally address the problem n Stage 3 Principal teacher or chairperson of the board of management. This stage provides a mechanism for the principal teacher to intervene and resolve the matter. However, if the principal teacher is one of the parties, the chairperson of

The chairperson of the board of management, should then be involved, in an individual capacity,in order to achieve resolution. n Stage 4 Board of management

When Bullying/Harassment has occurred: n The board may n issue a clear warning that bullying/harassment is not acceptable in the school workplace and that it will not be tolerated; n a demand that all forms of bullying/harassment cease and that acceptable patterns of interaction be

established between the parties; n an instruction to the offending party that he/she apologise/express regret or give an assurance that the bullying/harassment behaviour will cease; n seeking a commitment to attend counselling or the welfare service;

n More serious disciplinary sanctions as may be commensurate and appropriate, such as: n Oral warning n written reprimand n written warning n final written warning

n suspension n dismissal Where a complaint of sexual harassment or bullying is not upheld, no action shall be taken against the complainant provided the allegation was made in good faith.

The Effects of Bullying n The effects may be physiological, psychological and/or behavioural n These effects refer both to the individual and the organisation

Effects of Bullying on School as an Organisation n Increased absenteeism n Low motivation n Poor timekeeping n Reduced efficiency n Hasty decision-making n Abuse of power and procedures n Poor industrial relations

Policy and Procedure on Bullying n INTO and management recommend that each board of management/school adopt a policy and procedure on bullying, sexual harassment or other harassment on specified discriminatory grounds, which would include a clear statement that any such behaviour is not acceptable within the school.

n In this regard, it should be noted that a complaint of sexual harassment or bullying may result in disciplinary action. n Where a complaint of sexual harassment or bullying in not upheld, no action shall be taken against the complainant provided the allegation was made in good faith.

n If the complaint was brought maliciously, it should be treated as misconduct and the disciplinary procedure invoked.

Objective of Policy n The objective of the policy is to ensure school management is compliant with their duties under section 8 (2) of the Health and Safety 2005 Act as regards ‘managing and conducting work activities in such a way as to prevent, so far as is reasonably practicable, any improper conduct behaviour likely to put

the safety, health and welfare at work of his or her employees at risk’

Employees n It also applies to employees in relation to their duties under section 13(1)(e) of the 2005 Act to ‘not engage in improper conduct or behaviour that is likely to endanger his or her own safety, health and welfare at work or that of any other person’.

Key Points n Any member of the school community can be bullied n Principals/Deputy Principals are not immune to bullying n A Dignity at Work Policy is a key part of ensuring the health and safety of all members of the school community n The worst part of bullying is the loneliness