By Christian Codrington, CHRP

Do school yard bullies grow up and continue inappropriate behavior as adults? Since the July 1, 2012 passing of Bill 14, numbers from WorkSafeBC indicate claims to the provincial workplace injury prevention and insurance company have exceeded 500. It seems a chord has been struck.

Bullying has devastating effects on so many within an organization and each situation can be very complex to investigate and resolve. It takes more than policy to stem bullying and different solutions need to be generated as the problem appears to be growing.

Start the process of holding all accountable to healthy workplace interactions with these few tips:

1. Define Appropriate Workplace Conduct
Bullying behaviour is defined subjectively. It can also easily be mistaken for tough, emotional interactions that are part of performance management. What behaviour, language, and interactions are appropriate for your workplace? Be specific. What is permissible at one company may be inappropriate at another.

2. Clarify Language
Communicate anti-bullying policies using plain, concise language. Avoid labels and generalizations. The word ‘bullying’ is an indiscriminate term that does not indicate a specific behaviour. In addition, generalizations can also serve to position a victim and a villain which can compromise the objectivity of an investigation.

3. Utilize Resources
HR’s role within an organization is to deliver value on organizational performance and profit. In some workplaces, HR represents management at the bargaining table which challenges the ability to remain neutral when handling a complaint of inappropriate behaviour between management and employee. Some organizations may have reached the need to contract such claims to a third-party.

In order for us to address bullying in the workplace, we must all act differently going forward. Start by joining BC HRMA in supporting Pink Shirt Day on February 27, 2013.

Christian Codrington, CHRP, is the senior manager of operations at BC HRMA. He has had the good fortune to contribute to the success of a number of organizations over his career in human resources including Best Buy Canada and Starbucks Coffee Canada. Christian earned his business undergraduate degree from Simon Fraser University, specializing in organizational behavior. He also has mediation and conflict resolution certificates from the Justice Institute of BC. ccodrington@bchrma.org