By Shannon Kleibl, CHRP

No matter your age, bullying can happen anywhere, to anyone, and the harsh effects can last a lifetime. This topic is at the forefront in organizations, in Human Resources, and around the world. 

Imagine this is your workplace.  It is Monday morning and everyone is rushing into the building excited to see what the day will bring— everyone but Sandy.  Sandy, afraid to go inside, takes her time to try to get to her desk without anyone stopping her.  She has been away for a while and is struggling to fit it and find her place again.  Johnny, Jody and Sandy are all desk-mates, all sharing the same space.  Johnny and Jody are friends and work well together. They are not happy that Sandy is back they view her as just “getting in the way”.

Sandy walks up to her desk and finds Johnny and Jody already talking about their weekends. Sandy decides to try and join in and says “good morning, how was your weekend?” They both pause, Johnny says, “Fine” with a smirk and then looks back to Jody.  Jody rolls her eyes and just walks away, muttering under her breath “…she’s so annoying…what an idiot!” Feeling humiliated and intimidated, Sandy slides into her chair and doesn’t say another word.

This scenario can happen anywhere, it might be at school or in a workplace.

The passing of Bill 14 on July 1, 2012 has prompted a frenzy of activity in British Columbia. Many resources have been made available to help organizations combat the potential for bullying. The aim is to implement education and prevention methods to end bullying in the workplace.  These anti-bullying initiatives are now part of an employers’ reality and responsibility of due diligence to ensure a healthy and safe work environment.

Earlier this month I utilized one of these resources – a webinar on “Harassment, Bullying and Violence in the Workplace” by Kacey Krenn and Magdelena Wojda  of Harris and Company.  This provided further insight into what bullying is and is not, what the employer’s responsibilities are in dealing with bullying in the workplace and how this can be effectively achieved. 

We all know that the schoolyard chant of “sticks and stones may break my bones, but names will never hurt me” is not true.  Words can wound deeply.  What can be easily said can be difficult to take back.

I was recently reminded of how detrimental words can be after someone innocently asked the question, “Why don’t they just move on?” They were speaking in relation to those who have reached what is generally still viewed as “normal retirement age”.  It made me think back to people I knew were affected by persistent questions and statements such as this – “just move on and make room for those who really need the job”.  These statements and taunts can create a negative and potentially hostile working environment, an environment that employers must diligently work to prevent.

Bullying can exist in many different forms; it is not just one thing. It could stem from a humiliating, hostile or offensive work environment through verbal or non-verbal interactions; it could be through electronic means (cyber-bullying is not just limited to tweens or teens); or it could be something persistently and negatively interfering with an individual’s ability to perform their job.  To stop bullying in the workplace, truly requires a team effort and a change in corporate culture; promoting what is acceptable while defining, training and addressing what is not.

In our reality, whether it be at school, work or play, bullying can have devastating and lasting effects.  My questions to you are simple, but can make a world of difference in the workplace.  Have you heard “little words” spoken to or about another person, a co-worker or a friend? Have you seen or been part of bullying in your workplace? Have you taken a stand to stop this?  

I encourage you to think about what you would do if someone around you were being bullied. Do you know what to do?  Don’t ignore it. Tell somebody.   If you are unsure, talk with your Human Resources department.  Take a stand.

As an HR professional, I challenge all those in the HR field and all organizations to promote an anti-bullying culture in their workplaces. Take a stand and wear pink on February 27^th, 2013 – encourage your staff, your co-workers, your supervisors and your leaders to do the same. With this one small step, we can show our support and bring much needed awareness to such a huge issue; we can be part of bringing an end to workplace bullying.

Changing the corporate culture means taking a stand.   Will YOU take a stand? Will YOU WEAR PINK?

Shannon Kleibl, CHRP, is the manager of Human Resources and Occupational Health & Safety for the City of Parksville. She has a BA in Sociology and Business Management, a Diploma in Human Services and a Certificate in Social Services from Malaspina University-College (now Vancouver Island University).