BUSINESS INSIGHTS countries . The bill is due to receive its second reading in November .
Education and commitment to change can result in success and a culture of support and inclusion , but addressing systemic bullying and harassment requires a comprehensive and multi-faceted approach , with a sustained effort from all levels of an organisation to target the problem and change the culture for the better . While we wait for the law to catchup , employers have a duty of care to keep you safe at work .
So , what are the potential solutions and ways forward ?
1 . Policy . Implementing anti-bullying and anti-harassment policies that clearly outline unacceptable behaviours , consequences and the reporting process can clarify the company ’ s lack of tolerance for bullying of any sort . Ensure the policies are accessible and communicated to all employees and there is clear signposting of what to do if the situation arises .
2 . Take complaints very seriously . Nearly 50 % of respondents in one survey stated their reason for not reporting instances of bullying or harassment was because they didn ’ t think their complaint would be taken seriously . Companies therefore need to fully investigate any incidents without bias , and for them to be able to do this , those tasked with investigating need to be fully trained ; this is not a job for an unskilled amateur .
3 . Notice and rebalance power disparities . HR might feel inclined to disregard instances of bullying when the perpetrator holds significant influence , for instance , the organisation might want to safeguard profits . However , in today ’ s society the bully ' s accomplishments and metrics will not truly hold weight if they contribute to a harmful workplace atmosphere which contributes to disaffection and low morale .
4 . Build trust . Establish trust by initially placing belief in the accuser and provide the necessary supportive environment to give them time to tell their side of the story . Listen deeply and avoid at all costs trivialising their experience , such as " We know he is a loud guy and is a bit insensitive , but his bark is worse than his bite ."
Thom Dennis , CEO , Serenity in Leadership
Show progress against bullying and harassment by providing regular updates to build trust and confidence .
5 . Allow voices to be heard . Foster an environment of emotional well-being for both the victim and observers to call out objectionable conduct . Promoting a healthy equilibrium between work and personal life helps prevent avoidable outbursts stemming from accumulated stress .
6 . Lead by example . Leaders should be outspoken about their plans to
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