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All of us can contribute to a world free from bullying

All of us can contribute to a world free from bullying

Woman with head in hands at office desk

Woman with head in hands at office deskEmployers can offer many programs and practices to employees who are subject to bullying at work (Getty Images/Maskot).

Every February 23, Anti-bullying Day is celebrated in Canada. However, it is important to take action against workplace bullying every day. A Workplace Bullying Institute study37% of respondents reported being bullied at work, with 57% being women.

“When people are in a place of fear, it drives your whole workplace down,” says David Dial, founder of Calgary-based Dial Solutions Group, a recruitment company.

Here’s what companies can do to ensure bullying does not permeate their organizational culture.

PUT A PLANS IN PLACE

Canada has Safety and occupational health lawsThese laws cover bullying, and many provinces also have workplace harassment and violence laws. This means that bullying is a workplace hazard, “So an employer must develop a prevention plan, policy and procedures,” says Dial.

This can include a code of conduct, antiharassment policy and ombuds programme. It also includes a confidential feedback option via the intranet as well as mental health support. These policies and programs should also be defined and include. Cyber bullying.

At BDO Canada, the company’s approach to bullying remains the same across the country, despite differing provincial laws. This includes their “Respect in the Workplace Policy,” says Alicia DeFreitas, chief human resources officer at BDO.

The firm hosts regular interactive training sessions for both employees and executives in an effort to foster an inclusive culture. “This is done to ensure that we all recognize and understand what bullying in the workplace means and how we can all contribute to an environment that’s free from it,” she says.

IDENTIFY A COURSE DU TRAINER

Dial states that unacceptable behavior should be clearly stated in company policies, including discrimination, inappropriate comments and intentionally leaving a team member out at meetings. [Visit the Canadian Centre for Occupational Health and Safety for more examples of bullying.]

Corporate policies should not only identify inappropriate behaviour or actions but also provide steps to address them. These could include talking to the person directly, asking for guidance from HR or going to a manager and starting an adjudication process.

DeFreitas emphasizes that bullying victims might fear retribution. Therefore, BDO strives to create a culture where reporting unwanted behaviour is not subject to reprimand.

A fear of stigma can also exist and should be addressed. “People sometimes feel a lot of shame when they’re bullied,” Dial says. “It shouldn’t be that way. It should be the opposite. Bullies are the ones who should feel shame.”

ENCOURAGE DIALOGUE

Experts agree that it takes more training than just regular sessions to create a cohesive team. Psychologically secureWork environment

Dial states that it is essential to actively discuss acceptable and unacceptable behaviours without fear of reprisal. As it affects more than the person experiencing it, it is important to discuss who is responsible for reporting it. “When other people in the organization witness it, they [should] step in and say something,” says Dial.

DeFreitas says that BDO also fosters a proactive leadership culture by having active discussions about an inclusive workplace.

“Integrity, respect, those are things that we talk about regularly and we want others to emulate. And that can only be done when you see them being modeled by those around you.”

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