Steps can be taken to reduce the risk of bullying

By Joan Lemaire

The risk of bullying can be reduced and managed in much the same way as other workplace hazards, says WorkCover chief executive officer John Blackwell.

"Bullying comprises a significant threat to the safety and wellbeing of the workplace environment. Although it may appear a daunting issue to address, the risk of bullying can be reduced and managed in much the same way as other workplace hazards," he said in his forward to Dignity and Respect in the Workplace -- Policy and Guidelines which has been endorsed by the Premier's Department, WorkCover and Unions NSW.

Bullying behaviour is a health and safety hazard. The impact of the behaviour poses a risk that the person or persons exposed to it may be physically or psychologically injured. The risk that employees may be exposed to bullying behaviour in the workplace must be identified and assessed and risk management plans must be put in place.

How does DET define bullying?

The DET policy on Prevention of Bullying in the Workplace states:
"An employee is subject to workplace bullying if the person is subjected to repeated behaviour by a person, including the person's supervisor, or a co-worker or group of co-workers of the person, or other person including a student, a member of the school community or member of the public external to the workplace that:
"•is unwelcome and unsolicited; and
"•the person considers to be offensive, intimidating, humiliating or threatening; and
"•a reasonable person would consider to be offensive, humiliating, intimidating or threatening
"Workplace bullying and harassment does not include reasonable management action taken in a reasonable way in accordance with DET policies and procedures in connection with the person's employment.

"Bullying behaviour can be verbal, physical, social or psychological (including offensive messages through the use of SMS, email and material posted on the internet, known as "cyber-bullying", or inappropriate use of camera phones)."

This definition is consistent with the Dignity and Respect in the Workplace Policy and Guidelines.

Responding to workplace bullying

It appears that most teachers are not aware of the Prevention of Bullying in the Workplace policy and the requirement that senior executive and workplace managers must "ensure staff are consulted in developing risk management strategies and procedures with respect to the prevention of bullying in the workplace".

Members report that hazards like workplace bullying are not usually discussed at Occupational Health and Safety (OH&S) meetings nor is there any consultation about how the risk of bullying can be controlled, unless it refers to bullying behaviour in students.

Managing the risk

They should then assess the risks in terms of how likely it is that the behaviours will occur and what is likely to be the severity of the injuries or illnesses which may be caused by this behaviour. There should be consultation about the strategies which are in place, or could be put in place, to control or eliminate the occurrence of these behaviours. The Department of Education and Training (DET) policy requires employees to "participate in consultation during the development of risk management strategies and procedures".

The process of identifying the risks of bullying behaviours, assessing the risks and discussing how they can be controlled or eliminated will help people understand their rights and responsibilities.

Reporting

The reporting process may include both lodging a complaint or allegation as well as completing an "Employee Incident Notification Form" if the behaviour caused the employee to be distressed, anxious et cetera. This form provides notice to DET that the matter should be addressed in compliance with OH&S obligations as well as grievance procedures.

Raising awareness

Joan Lemaire is an Industrial Officer.

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For further information

August 2007 contents