1. Linley Lord, Director Maureen Bickley Centre forWomen in Leadership,
Curtin Graduate School of Business
and
Marie Finlay, Director SoundingBoard and Nexus Strategic Solutions

2.  Harassment has a strong physical component,
e.g. contact and touch in all its forms,
intrusion into personal space and possessions,
damage to possessions including a person's
work, etc
 Tends to focus on the individual because of
what they are (e.g. female, black, disabled,
etc)

3.  Almost exclusively psychological (e.g.
criticism), may become physical later,
especially with male bullies, but almost never
with female bullies
 Anyone will do, especially if they are
competent, popular and vulnerable

4.  Will my confidentiality be respected?
 What is my goal?
 Am I asking for action or advice?
 What are the risks of me managing this
myself?

5. Some useful questions
 What might happen if you take the course of
action you are planning?
 What are the worst things that could happen?
 Why are you afraid of these outcomes?
 How bad would it be if these outcomes
happened?

6. Toolbox

7.  Action
 Being heard
 Know the company policy
 Confronting the harasser/bully
 Leaving the job
 Support
 Personal network of friends
 Colleagues and family most helpful
 Professional assistance, medical, therapy, union, legal

8.  Personal growth
 Personal reflection
 Maintaining your integrity
 Meditation
 Journal writing

9. 1. Interrupt
2. Name
3. Correct
4. Divert
5. Use humour
6. Delay

10. Interrupt an encounter to change its momentum
 E.g. when you see that in interaction is beginning to
take what you see as a threatening or destructive
direction
 Asking the person to repeat what they said because “I
want to make sure I heard what you said” – can be
followed by “I’m sure you know that’s against company
policy”

11. Naming what is going on may not change the
outcome but it makes the underlying
dynamic or consequences more visible
Naming the issue can make people more
aware of the problem
e.g. “I’m sure you didn't mean to . . .(harass,
be offensive etc
“I’m sure you don't know/realise that . . .

12. Making explicit what you believe is taking
place and pointing out that the other person’s
actions or understandings may be wrong
E.g. You are constantly interrupted in
meetings – you might say “I wonder why you
didn’t hear that I was speaking”

13. Taking the encounter in a different direction
by pointing to the more general pattern of
what is occurring
e.g. “I notice that in the last two meetings that
the women were usually talked over in
meetings – I wonder why we do this”
You might consider taping the meetings!

14. Can provide a buoyant, non confrontational
way to provide a focus on the issue
Can be effective at levelling power dynamics

15. Can be a wise choice because it enables you to
think about how to address the issue in a
more calm or appropriate setting
You can walk away – but be prepared to meet
at a later time
“I do want to talk to you about these issues, but
I dont want to be harassed/bullied/ yelled at
/insulted so let me know when you would like to
continue the meeting”

16.  Ask HR for advice on how to deal with the
situation (without making a formal complaint
or naming the person/people involved)
 Ask a more senior person for advice on how
to deal with the situation (without making a
formal complaint or naming the
person/people involved)

17. Keep a journal on your desk – when the
harasser/bully ‘starts’ you can say
“can you speak a little slower, HR said I should
write down everything you say”

18.  Take an observer to the meetings who can
help change the dynamics

19.  Look the person in the eye, put your hands up
in a ‘stop sign’ tell them to stop (use a firm
voice)
(causes them to at least take a breath!)

20.  Claim your own personal space and appear
‘brave’ even if you don't feel it

21.  Make sure you have support for any action
you are going to take
 Remember it isn't you that is the problem
 Know your rights (company policy, legal)
 Find out what others have done in similar
situations (EOC website, Human Rights
website, books, professional networks)