“Bystanders are not incidental, but are an integral part of the context of bullying, with some siding with the bully or victim, either actively or passively,” Dr Paull said. “People don’t always appreciate the impact of their actions, or inactions. For example, a social reaction to walking into a room where colleagues are laughing is to laugh along without thinking. But you could be adding fuel to someone’s embarrassment.”
The targets of workplace bullies are being let down by employers who mount internal investigations that often make the problem worse.
That’s the view of Dr Anne Wyatt and Dr Carlo Caponecchia, from the School of Risk and Safety Sciences at the University of NSW.
“In our experience, bullying issues are poorly understood by managers and so internal investigations are often badly handled, confidentiality is not always maintained and they drag on for too long,” Dr Caponecchia said.
Bullying is not only unacceptable on moral grounds, but if left unchecked, it can also result in the employer breaching their obligations under the Health & Safety Act and the Employment Relations Act. This factsheet from the Department of Labour quickly outlines what bullying is and what enployers and employees should do about it.
NorthTec considers it vital to its success to provide a safe environment for staff and students and that bullying and harassment are unacceptable.
NorthTec has a clear policy (link to policy) in respect to anti-bullying and harassment and operates a network of contact people and mediators. Many TEU members are trained mediators or contact persons.
The aim is to support staff and students to reach a mutually acceptable solution through mediation (where it is appropriate and both parties agree) address issues in an informal manner and move forward to positive work or study relationships with respect and dignity.
The anti-bullying message is very visible at NorthTec and promotion includes posters in every washroom, information on the student and staff portal, events such as pink shirt day, bookmarks handed out at staff conference, keyrings handed out at student orientation, and training for mediators and contact persons. The health and safety and workplace wellness teams at NorthTec support these events.
Informally, there is a steering group of three staff passionate about a zero tolerance for anti-bullying and harassment who work with the Senior HR Advisor. The TEU Branch President and one other TEU member are part of this informal group.
The Campaign for Action on Family Violence has information about family violence, what it is, where to get help and how you can help if you know someone affected by family violence.
Children are affected by family violence whether they see it, hear it or just know about it. If you are concerned about a child you know, we encourage you to take action.
It is friends and whanau that people living with violence turn to first. Don’t be a cardboard cut-out, find out what you can do to help – not just in a crisis but in everyday situatio ns.
Sports clubs, employers, local councils, iwi and social service organisations all over New Zealand are getting involved in the Campaign and helping to change the way people think and act about all forms of family violence.
White Ribbon offers men the opportunity to be part of the solution to end violence against women. Violence is endemic within New Zealand. One in three women are victims of violence from a partner, while on average fourteen women are killed each year by a member of their own family.
White Ribbon is a campaign led by men who condemn violence against women and take action. We are part of a global campaign committed to ending violence against women. You can help effect change by supporting White Ribbon. Wearing a white ribbon is a personal pledge to never commit, condone or remain silent about violence against women. In 2012 we will continue to showcase men who do not use violence in their lives and begin to explain how violence is not just physical in nature.
This report presents the findings from a Health Research Council of New Zealand and Department of Labour funded study that sought to develop and evaluate a valid and reliable methodology for the measurement of workplace stress and bullying in New Zealand organisations.
The report concludes by providing recommendations for a full national workplace stress and bullying prevalence study, and notes the urgent need for intervention research in the education and health sectors, where bullying and stress appear particularly prevalent. Of particular note was the importance of focusing on the role of organisational factors, such as leadership, human resource practices, bullying reporting, and work organisation, in the prevention of workplace stress and bullying.
This brochure provides tools and guidelines to strengthen and reinforce trade union policies and actions to STOP Violence Against Women. Each year the ITUC in cooperation with the Global Union Federations (GUFs) plans initiatives and activities to place this topic high on the agenda of trade unions, employers and governments.
25 November, United Nations International Day for the Elimination of Violence against Women, is an ideal opportunity for a collective and united trade union response in which we say NO to violence against women. Violence against women must be wiped out in our homes, societies and the workplace if women are to have equal opportunities to access DecentWork and a Decent Life.
Ask any women about sexual harassment, and she is likely to have experienced it or to know of cases of it at work. In industrialised countries, 42-50 percent of female workers have been sexually harassed, in the European Union, 40-50% of women, and in Asia-Pacific countries between 30-40% of women workers reported some form of harassment. In a recent study in South Africa, 77 percent of women respondents experienced sexual harassment sometime during their working lives3. Few Latin American countries have recognised sexual harassment as a category of degrading treatment despite the fact that, according to ILO figures, between 30 percent and 50 percent of women workers in the region have suffered some form of sexual harassment, of varying degrees of severity, at some stage in their workplaces.