2. AIMS AND OBJECTIVES
• Provide sufficient
understanding of
Workplace
Harassment & Bullying
and strategies to
address the problem.
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3. LEARNING OUTCOMES
• Identifying State & Federal Workplace
Legislation
• Identify acceptable workplace
behaviours
• Understand the concept of reasonable
management
• Identify strategies used to make a
workplace safe & supportive
• Identify organisational & individual roles
• Understand resolution options.
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4. THE ORGANISATION
The organisation is
committed to ensuring your
working environment is
free from discrimination,
harassment & bullying”.
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5. BECAUSE
• People are not sure about the
organisations H&B processes
• People fail to report H&B
incidents
• They worry about personal
workplace relationships
breakdown.
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6. EMPLOYERS REQUIREMENTS
1. Legal Duty of Care to protect the health,
safety & welfare of employees &
volunteers
2. Review and implement strategies to
reduce risks arising from workplace H&B
3. Provide Harassment & Bullying
awareness training for all employees and
volunteers
4. Provide support for victims of H&B
incidents
5. Implement strategies to deal with
workplace H&B issues.
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7. EMPLOYEE REQUIREMENTS
1. Contribute to workplace health & safety
by not putting others at risk
2. Comply with the organisations
workplace H&B policies & procedures
3. Review & report risks associated with
workplace H&B
4. Take reasonable care to protect their
own & colleagues health, safety &
welfare while at work
5. Report any workplace H&B incidents
they become aware of.
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8. SO, WHAT IS WORKPLACE
HARASSMENT & BULLYING?
• Harassment is any verbal, written or physical behaviour or
conduct that is of an offensive, threatening, intimidating,
abusive or belittling nature & that is unwelcome & uninvited.
• This includes:
– Race
– Age
– Pregnancy
– Marital status
– Sexuality
– Transgender
– Medical status
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9. SO, WHAT IS WORKPLACE
HARASSMENT & BULLYING?
• Bullying is the “repeated unreasonable behaviour towards a
person or group of persons at a workplace, which creates a
risk to health and safety”.
• This includes:
– Verbal abuse
– Initiating pranks
– Excluding or isolating people
– Giving a person the majority of an unpleasant or meaningless task
– Humiliation through sarcasm or belittling
– Spreading misinformation or malicious rumours
– Setting impossible deadlines
– Deliberately withholding information or resources
(more examples in your manual)
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10. SO, WHAT IS NOT WORKPLACE
HARASSMENT OR BULLYING?
• Does not include the legitimate exercise of authority by a
manager, supervisor or employee to direct & control how
personnel perform their duties while at work, to monitor
work flow or to provide feedback about performance.
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11. WHY DO PEOPLE BULLY?
• Some reasons may be:
– Cultural causes
– Institutional causes
– Social issues
– Family issues
– The bully’s personal history
– Having power
– Provocative victims
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12. INDIVIDUAL EFFECTS & REACTIONS
OF BEING BULLIED
• Shock • Psychosomatic symptoms:
• Frustration – stomach pains
– headaches
• Helplessness
• • Physical symptoms:
Loss of confidence
– inability to sleep
• Anger – loss of appetite
• Low morale • Family tensions:
• Inability to concentrate – Arguments
• Lack of productivity – Lack of communication
• Panic or Anxiety
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14. WORKPLACE CULTURE
• Often shown by its: • We can limit bullying
– Values behaviours by:
– Beliefs – creating trust & respect
– Image – not tolerating intimidation
– Moral standing – supporting each other
– Structure – taking a positive
– Relationships approach
– Principles – demonstrating good
– behaviours
Practices
– Setting boundaries
– Behaviours
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15. DEALING WITH WORKPLACE
HARASSMENT & BULLYING
• The Organisation’s ‘Anti Discrimination, Harassment &
Bullying Policy & Procedure’ makes it clear that reports
of harassment & bullying will be taken seriously.
• It supports those who make reports, whether they are a
witness or directly affected.
• By working together, we can stamp out any harassment
& bulling within our organisation.
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16. WHO IS AT RISK?
• People:
– with a disability
– from different cultural backgrounds
– working as temps, casuals, labour – hire
– who are whistleblowers
– with different religious views
– who are new or young workers
– demonstrating vulnerability
– who just want to fit in
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17. BULLYING & OH&S
• Harassment & Bullying IS • Do you agree?
also an OH&S issue & should
direct our focus towards
peoples potential health
outcomes.
• Workplace bullying has the
potential to cause significant
harm to individuals. • What are your
thoughts?
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18. WHAT TO DO IF YOU ARE
HARASSED OR BULLIED
• Allegations & incidents are most effectively resolved if
they are dealt with at an early stage, rather the left until
the matter has become serious & attitudes entrenched.
• The Organisation encourages all members to report all
allegations of workplace harassment or bullying as soon
as they occur.
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19. SOME DO’S
• Firmly tell the person that their behaviour is not
acceptable & ask them to stop
• Request you’re manager, supervisor, OH&S Contact
Officer or Union Representative attend
• Keep a factual journal or diary of daily events
• Keep copies of any letters, emails or faxes received
• Report the incident as soon as possible.
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20. KEEPING A DIARY OR JOURNAL
• Make sure it is factual
• Time & date of incident
• Location of incident
• What actually happened &
what was said
• Names of people involved
including witnesses
• Your physical & mental state
at the time
• Outcome of the event
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21. SOME DON'TS
• DO NOT RETALIATE
– You may feel like it however you may end up looking
like the perpetrator
• DO NOT TRY TO KEEP IT TO YOURSELF
– This plays straight into the bullies hands
• DO NOT FEEL HELPLESS
– You need to deal with the problem as soon as
possible, it won’t go away.
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22. PERSONAL SUPPORT
• Confidentiality is of the • Your direct manager or
utmost importance when supervisor
dealing with harassment • Human Resources
or bullying allegations. manager
• OH&S Officer
• The Organisation offers • Grievance Officer
various support options • Responsible Officer
you can request.
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23. PROCESSES & ACTIONS
Formal Resolution: • Investigation process will
• If informal processes fail, then take place
or breaches of the code
of conduct are alleged, • If allegations are made
the formal process will against a manager or
then be implemented. supervisor the
investigation process may
• The HR Officer must be need to be conducted by
informed. a person from interstate
or another organisation.
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24. ACTION
Disciplinary Action
• Any employee breaching the
Harassment & Bullying policy
will have action taken
against them.
• Staff aiding or encouraging
bullies will also be subject
the disciplinary action.
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25. PROCESSES & ACTIONS CONT.
Taking further action Conclusion
• If you are not satisfied • The Organisation actively
with the way you're promotes positive
complaint has been working relationships &
handled, you have the encourages a supportive
right to refer the matter to workplace.
an external party.
Remember to respect,
trust & consider your
colleagues & yourself!
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