Pierre Lebrun worked at OC Transpo, the public transit company in Ottawa. He stuttered badly. Cruel teasing and ridicule from his co-workers rained on him without let-up. Finally, in retaliation, he slapped one of his tormenters. He was forced to apologize—a further humiliation. Later, after he had been let go, Lebrun returned to his workplace, killing four employees and then himself.
In workplaces across Canada and around the world, incidences of bullying, mobbing, and violence are on the increase. A survey conducted by the International Labour Organization showed that, along with France, Argentina, Romania, and England, Canada has one of the highest rates of assault and sexual harassment on the job. The Workers’ Health and Safety Centre of Ontario confirms that assessment. In 2002 in Ontario alone, lost-time claims for injuries from assaults and other violent acts increased ten to 15 percent over each of the previous six years.
Bullying is usually seen as acts or verbal comments that could ‘mentally’ hurt or isolate a person in the workplace. Sometimes, bullying can involve negative physical contact as well. Bullying usually involves repeated incidents or a pattern of behaviour that is intended to intimidate, offend, degrade or humiliate a particular person or group of people. It has also been described as the assertion of power through aggression.
What you can do …
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Don’t ignore it; it only feeds the bully’s determination.
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Don’t retaliate; you look like the cause of the problem.
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Do resolve to resist it by:
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firmly telling the person or persons to stop the offending behaviour
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keeping a paper trail, a factual diary of the events noting dates, times, details of what happened, and witnesses
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keeping copies of any letters, memos, e-mails, faxes, etc., received from the bully
What employers can do …
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Commit to preventing or eliminating workplace bullying/mobbing.
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Together with employee representatives, develop an anti-bullying policy.
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Publish the policy widely.
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Develop a clear statement defining what bullying/mobbing is.
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Provide a confidential and responsible process for employees to report incidents of bullying and mobbing.
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Provide training for supervisors and managers to detect and deal with bullying/mobbing incidents and complaints.
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Provide clear, graduated penalties for bullying/mobbing, including dismissal.
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Provide an employee assistance plan (EAP) through which targeted persons can find emotional assistance.
Adapted from the Canadian Centre for Occupational Health and Safety (CCOHS).
5 responses so far ↓
Rachel // May 30, 2007 at 12:33 pm
I think there is also a lot that can be done by the community in general, for instance by raising awareness in clubs, churches, schools, etc. Education can play a key role in preventing bulling. It is important that we all act together against it.
Catherine Mattice // Jul 7, 2007 at 4:40 pm
Your list of suggestions for employers is on track, but can I make a further suggestion? There are several organizational factors that lead to bullying, so publishing a policy and providing clear avenues for victims to use to report the behavior are certainly necessary, but taking a look at why the bullying is occuring is also neccessary.
If the behavior appears to be permitted, for instance, it will continue whether there’s a policy in place or not. Has your organization promoted a bully? Is there internal competition (sales reps, for example, may try to establish pecking orders through bullying)? Are there managers committing this crime (80% of bullies are a superior)? Does bullying seem socially acceptable?
Organizations should also look at the stress levels of their employees or demands being asked of them. What about their roles and goals, are those ambiguous? Ambiguity is cause for stress and battling to set a foundation. Stress and battling lead to bullying. Are there major organizational changes going on right now? Are employees being communicated with on the change and how it will affect them?
These are all things that should also be taken into consideration when looking at bullies in your workplace.
Catherine Mattice
Ian McKenzie // Jul 8, 2007 at 8:00 am
There’s no question, you can have all the policies you want, but if bullying is part of the organizational culture, it’s going to continue.
Rick Longworth // Mar 14, 2008 at 4:08 am
I have worked for the Canadian Pacific Railway for 32 years. I have been bullied, mistreated and fired three times. I have run out of places to go to for help.
Nobody wants to take on the railway and the government doesn’t listen.
What can I do? Maybe take a long walk of a short pier?
Look up railroaded in the dictionary, I did not write the meaning.
Totally mixed up!
Rick
ABF // May 24, 2008 at 11:05 pm
Some people are bullied simply becouse of their racial backgroud, or gender in the work place. Others are bullied becouse a person is intimidated by them and feel that if they allow this person to work peacefully he or she will be promoted. I am bullied on my job and I feel that it is one of the reasons. Most people are intimidated by me I am not sure why. The people at your job may also try to invent certain mistakes on their account that can fall back on you. I don’t have a serious job, I am a cashier I have learned that I have to double cheak what they do on backline at the resturant that I am working. I put in the right order but they get it wrong dispite what I do. Just be careful on your job and do other employee’s job duties just to save your ass.
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