A Proactive Approach to Managing Workplace Bullying and Harassment In a Multicultural Environment

Workshop Goals  Define Workplace Bullying & Harassment  Examine Forms of Bullying Behavior  Expand definitions of diversity and culture  Explore the impact of culture on human interactions and communications  Explore ways prevent bullying behavior  Discuss Anti- Bullying policies

Session Ground Rules  Understand that we are all experts in our own experiences.  Respect others experiences, values and opinions.  Be non-judgmental.  Say OUCH, then educate  Take Risks  Have Fun!!!  Expect Unfinished Business

Workplace Bullying “….Bullying is a toxic combination of unrelenting emotional abuse, social ostracism, interactional terrorizing, and other destructive communication that erodes organizational health and damages employee well-being” “….Bullying is not an individual problem in the workplace; bullying is an organizational problem.” (Lutgen-Sandvik & Tracy, 2012)

Bullying Can Take Place Across Relationships Supervisor – Subordinate Subordinate – Supervisor Co-Worker – Co-Worker Employee – Resident/Customer/Client

35% of all workers have been bullied 62% of bullies are men; 58% of targets are women Women bullies target women in 80% of the cases Bullying is 4 times more prevalent than illegal harassment The majority (68%) of bullying is among the same gender Workplace Bullying Institute (2010 Survey)

Why Does it Happen Enabling Structures and Processes – Conditions within an organization have been established that allow this type of behavior to exist. These conditions can be related to traditional gender roles and minority status. Bullying is also more prevalent in structures where power imbalance is part of the structure i.e. Public Safety, Jails, Utilities Departments, etc.

Motivating Structures and Processes Individuals are of the mindset that they can actually benefit in some way by partaking in bullying other people. The benefits may be related to promotions, increased compensation, bonuses, or just to make themselves stand out more within the organization as a superior employee.

Participating Processes Triggers that can cause the act of bullying:  Changes in work environment  Downsizing of an organization/increased workload  Excessive monitoring of work  Withholding information that affects performance  Change in leadership  Opinions ignored  New employees  Change in personal situation  Personality traits of parties

Organizational Situational Factors Organizational restructuring, job insecurity, boring tasks, and high levels of competitiveness have all been linked to an increase in bullying behaviors. Samnani & Singh (2012)

Other Explanations for Bullying in the Workplace Disagreements – Displaying bullying behaviors in order to “win” Authoritative – Using bullying behavior as an abuse of power Displaced – Bullying a target due to overall stress in the workplace Discriminatory – Bullying someone because that person is different Organizational – Demonstrating bullying behavior because they are oppressed and exploited (Lutgen-Sandvik, Namie, & Namie (2009)

Elements of Diversity? Ethnic group, race or color National Origin Gender Religion Age Mental/Physical Ability or Disability Gender Identity, Sexual Orientation or Expression Family Status Marital Status …..within each community

What Else Is Diversity? Experience Level of Education Longevity Socio Economic Status Address Size Language Politics Geography

Effective Relations Is the ability to function effectively within the existence of cultural differences. Requires a willingness to be open to the expectations and realities of various cultures.

Culture frames our view of the world…..It is divided in Surface Culture and Deep Culture SURFACE CULTURE  Food  Music  Holidays  Arts  Heroes  Folklore/Superstition DEEP CULTURE  Ceremonies & Rites  Courtship & Marriage  Health & Medicine  Family Ties  Body Language  Religion – Values – Beliefs  Gender Roles

Understanding Culture Individual Culture is multifaceted and encompasses: Personality & unique style Internal Factors – gender, race, age, sexual orientation External Influences – society, experiences Where individuals grow up or live now, religious affiliation Organizational Influences – seniority, level within organization, work location

EVERY encounter is cross cultural……… There are NO “culture free” interactions!!

The Impact of Personal Culture on Communications  The Power of Words  Language and Communication style issues  Non Verbal Communication  Biases against the Unfamiliar  Personal Values in Conflict  Assumption the Everybody Knows the “Rules”

Who is More Likely to Bully Males People with high stress jobs People who have been on the receiving end of bullying People with job insecurity People who have supervisors who are bullies People who work in a culture where bullying is rewarded People who lack interpersonal skills

What Does Bullying Look Like? Being ridiculed or humiliated Spreading of gossip and rumors Being ignored or excluded Facing a hostile reaction when you approach Being the subject of excessive teasing or sarcasm Being shouted at or being the target of spontaneous anger Intimidating behavior – finger pointing, invasion of personal space, impeding movement Tampering with personal belongings

Cyberbullying Cyberbullying techniques use modern communication technology to send derogatory or threatening messages directly to the victim or indirectly to others, to forward personal and confidential communication or images of the victim for others to see, and to publicly post denigrating messages. Privitera & Campbell (2009)

The Impact of Bullying Bullying impacts everyone within an organization, not just those people who are being targeted. Bullying impacts the families and friends of those being bullied. People who witness bullying are also impacted by the behavior.

Effects of Bullying Absenteeism Decreased productivity Manifestation of illness High turnover Increased accidents on the job Violence

Anti-Bullying Policies Bullying procedures should be specifically identified Policies must be posted and available to all Communicate clearly defined reporting procedures Enforce Zero Tolerance – Rules must be enforced in a timely manner Impose increased consequences for repeat offenders Guard against retaliation for reporting Support for the targets of bullying

Prevention Ensure commitment from top levels of organizations Provide training about bullying and it’s impact to all levels of staff Provide training interpersonal skills – Conflict Resolution, Communication, Goal Setting Anti-Bullying Workplace Awareness Campaigns

The Respect & Responsibility ”Every human being, of whatever origin, of whatever station, deserves respect. We must each respect others even as we respect ourselves.” - Ralph Waldo Emerson ”Respect yourself and others will respect you.” -Confucius “The price of greatness is responsibility.” - Winston Churchill

Thank You For Participating !!! Barbara I. Cheives Converge & Associates Consulting 1977 Brandywine Rd. Suite 203 West Palm Beach, FL (office) (cellular)