1. Shelly Hurry, Health & Safety Consultant, PSHSA International Conference & Exhibition on Occupational Health & Safety August 24 th, 2015 R.A.C.E Against Workplace Bullying

2. 2009 NON-PROFIT ASSOCIATION FUNDED PARTNER OF THE Ministry of Labour WE PROVIDE OCCUPATIONAL SAFETY Training Resources Consulting & WE WORK WITH 1.67 + MILLION WORKERS 10,000 + ORGANIZATIONS Education Healthcare Emergency Services Government First Nations ONTARIO’S PUBLIC & BROADER PUBLIC SECTORS: ESTABLISHED IN HEALTH Who We Are

3. Program…… Why? Define “Counter Productive Behaviours” Tools to R.A.C.E. against Bullying

4. Workplace Bullying is not a new phenomenon.

5. 35% of the U.S. work force experienced bullying in 2010 (Workplace Bullying Institute, 2010) 41% of bullied individuals never reported the event (Workplace Bullying Institute, 2007) 64% of the victims of bullying left their job or were terminated as a result of workplace bullying (Workplace Bullying Institute, 2007) Why?

6. 10% of all professions report “disruptive behaviours” however, the highest % is found in the healthcare profession = 30% (Bartholomew, 2012; www.hospitalnews.com)www.hospitalnews.com 80% of nurses surveyed had experienced workplace bullying over the previous year. (Stagg et.al., 2011) Research has indicated that nurses that experience higher rates of burnout are likely to abuse other nurses (Rowe & Sherlock, 2005) Why?

7. Dupont/Daniel Inquest (2005)  Reports of stalking, harassment, & suicide attempts. With no processes in place a catastrophic event occurred. The result: “The Bully Busting Bill” 2010, Amendment to the OHSA to include Workplace Violence and Workplace Harassment Why?

8. What is in a Definition? Counter Productive Behaviours: Incivility Harassment Physical Violence Bullying Level of aggression and the frequency are to be considered. (Bartlett, 2001)

9. Workplace Incivility Defined: Seemingly insignificant behaviour that is rude, discourteous, insensitive, or disrespectful, with ambiguous or unclear intent to harm (Sharone Bar-David, 2008)

10. Workplace Harassment Defined: engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome (OHSA Section 1 (1)) 10

11. 11 Defined: ‘Repeated and persistent negative acts towards one or more individual(s), which involve a perceived power imbalance and create a hostile work environment’ (Salin, 2003) Bullying is a behaviour and behaviour is a choice! Workplace Bullying

12. Workplace Violence Define: the exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker, an attempt to exercise physical force against a worker in a workplace that could cause physical injury to the worker, or a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. (OHSA Section 1 (1)) 12

13. Our Focus will be…… Workplace Bullying……. RACE Against Workplace Bullying! http://www.pshsa.ca/wp-content/uploads/2013/02/BullyWkplace.pdf

14. Impacts on the organization ProductivityCultureCostReputation Impact…

15. Impacts on the Victim Physically Work Performance Emotionally Affective Domain Impact…

16. R.A.C.E. Against Workplace Bullying Repeated and persistent observable behaviours  Signs & Symptoms  Management Style and Presence Written Standard Communicate Train Evaluate Improve Enforce 16 Evaluate Standard Procedures Training Control Assess Recognize 1234

17. R.A.C.E. Against Workplace Bullying Repeated and persistent observable behaviours  Signs & Symptoms  Management Style and Presence Written Standard Communicate Train Evaluate Improve Enforce 17 Evaluate Standard Procedures Training Control Assess Recognize 1234

18. 18 Are you building a culture of dignity? Can your actions as a manager/supervisor decrease the potential for bullying? Assess your management skills. Recognize http://www.pshsa.ca/wp-content/uploads/2013/02/BullyWkplace.pdf

19. R.A.C.E. Against Workplace Bullying Repeated and persistent observable behaviours  Signs & Symptoms  Management Style and Presence Written Standard Communicate Train Evaluate Improve Enforce 19 Evaluate Standard Procedures Training Control Assess Recognize 1234

20. 20 Do You Have a Bully in Your Department? Assess http://www.pshsa.ca/wp-content/uploads/2013/02/BullyWkplace.pdf

21. 21 Assess: Are You Being Bullied? Not sure? Complete a self test! Assess http://www.pshsa.ca/wp-content/uploads/2013/02/BullyWkplace.pdf

22. R.A.C.E. Against Workplace Bullying Repeated and persistent observable behaviours  Signs & Symptoms  Management Style and Presence Written Standard Communicate Train Evaluate Improve Enforce 22 Evaluate Standard Procedures Training Control Assess Recognize 1234

23. Control 1. Written Standard 2. Communication 3. Training 4. Evaluation 5. Acknowledge Success and Make Improvements 5 Steps to Manage Workplace Bullying

24. 1.Identifying Common Bullying Behaviours 2.Cognitively rehearse responses 3.Practice new skills Bullying is a behaviour and behaviour is a choice! Interviews one year later showed 100% bullying behaviours stopped (Stagg et. al., 2011) Cognitive Rehearsal Program Control

25. R.A.C.E. Against Workplace Bullying Repeated and persistent observable behaviours  Signs & Symptoms  Management Style and Presence Written Standard Communicate Train Evaluate Improve Enforce 25 Evaluate Standard Procedures Training Control Assess Recognize 1234

26. Ongoing review and evaluation of the specific strategies and plans Ensuring that strategies implemented are effective in preventing or minimizing incidents Consultation with the JHSC 26 Evaluate

27. Key Points 1.80% of nurses reported being bullied in the last year. 2.Recognize: Are you creating a culture of civility? 3.Assess: observable behaviours? 4.Control: Prevention Program and empower your employees with education. 5.Evaluate: What is working? How can improve?

28. http://www.pshsa.ca/workplace-violence/

29. THANK YOU! If you still have questions, please contact me: Shelly Hurry, Health & Safety Consultant shurry@pshsa.ca 519-520-1579

30. PSHSA.ca @PSHSAca Public Services Health & Safety Association on LinkedIn youtube.com/PSHSA 416-250-2131 (toll free: 1-877-250-7444)