Whilst neither bullying nor harassment should be tolerated in the workplace, many employers often fail to see or acknowledge the difference between the two, and effectively, they often tend to deal with both matters in the same way.
Bullying can be identified by its repetitive nature; it is unsolicited and irrational behaviour towards an individual or group of employees that results in a risk to health and safety. It is the responsibility of an employer to ensure the safety of the workplace and prevent bullying from occurring, as failure to do so may result in investigation and prosecution.
Harassment on the other hand is also unsolicited behaviour that may demean, upset or intimidate a person, and victimizes them through such behaviour on the basis of their physiognomies such as sex or ethnicity.
Bullying expert and author of Bully Free At Work, Valerie Cade, explains that bullying has “the intent of hurting someone else”, whilst harassment “violates people's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment".
Cade also provides some key identifiers on the difference between bullying and harassment:
- Harassment is intrusive and invasive and, has a very physical aspect to it including disrespecting a person’s space and/or damaging their possessions
- Harassment is recognizable by its explicit nature
- Harassment can be inclusive of aggressive and offensive language
- Victims of harassment are usually aware of the injustice being done towards them
- Victims of bullying may not recognize such injustice that is being done towards them until the damage is done
- Bullying is more likely to be concealed and to occur in private, where it cannot be seen or witnessed by fellow employees
- Workplace bullying is often psychological.
- Bullying is often linked to staged attacks on individuals
When dealing with harassment, policies should be implemented to ensure positive resolution for all parties involved, and protects the relationship from suffering in the workplace. Bullying on the other hand requires immediate action via policies that eliminate the source of bullying and prevent it from recurring. Whilst there may be cases in which a victim of bullying wishes to avoid reporting the issue, the responsibility of an employer according to their workplace health and safety obligations, is to investigate and reconcile the issue, and prevent them from recurring.
To minimize your risk as an employer, you should consider developing proactive bullying and harassment policies that will ensure that your workforce is safe, engaged and productive. Contact Annette at End2End Business Solutions on (02) 8977 4002 for advice on establishing workplace policies for your business.
