Workplace bullying is a problem for most brits

Recent research can reveal that of the 73% of Brits who have witnessed or experienced inappropriate behaviour in the workplace, only 2/3 (68%) believe the situation was dealt with by management and/or HR staff appropriately.

34% of Brits were too worried about job security to stand up for themselves or others and 18% admitted that they did not report the incident because they had witnessed the lack of action taken for similar situations in the past.

When asked the cause of bullying people had witnessed, these results were found;

Personality clash – 39%
Attempt to be funny– 31%
Clash between high income and low income members of staff – 17%
Appearance – 11%
Disability – 2%
The survey also found that 62% of women have either been spoken to in a sexist or sexually suggestive manner at work, or they have witnessed others being treated in this way.
Lisette Howlett, Managing Director of comments on these findings;

“Situations that make members of staff feel segregated or uncomfortable, whether through direct bullying or inappropriate comments must be picked up on and dealt with immediately but sensitively by management. It must be remembered that individual thresholds vary and that if the recipient is uncomfortable, this is what counts. It is also important to be aware, and the survey supports this, that observing others being treated in this way is just as damaging; this is particularly relevant with workplace humour.

“During these tough economic times it is understandable that people are concerned about the repercussions of raising such difficult topics, especially if they feel as though it would either be dealt with insufficiently or not at all. Without a doubt management should have zero tolerance to bullying and should make their staff feel valued and at ease at all times.”

Lisette continues;

“There are external organisations that can offer advice and tips to anyone worried about discussing a problem with internal management, or not quite sure how do approach the top.  The key here is to open dialogue and resolve the issue.”