Prevention & Management of Bullying @ CurtinWhat is Bullying?Bullying is repeated, unreasonable or inappropriate behaviour directed towards a person, or group of persons, that creates a risk to health and safety (WorkSafe WA 2005). A situation can be identified as bullying if a staff member or student is:
Types of Behaviour While some bullying may be overt such as verbal abuse and threat of physical violence, bullying can also be covert behaviour including subtle intimidation through inappropriate comments about personal appearance, constant criticisms, isolation and/ or exclusion, or unrealistic, embarrassing or degrading demands. The following list of behaviours may assist to understand what constitutes bullying. Some of these behaviours are more obvious than others.
Where bullying involves assault or threats of assault, it may become a police matter. Where bullying is alleged to be in relation to sex, race, or disability harassment or constitutes discrimination, reference should be made to the Equal Opportunity Policy. In the identification of bullying it is important to note that any form of bullying is unacceptable, it does not by default mean that people cannot disagree with each other or that managers cannot be directive. Curtin University of Technology acknowledges the risk workplace bullying poses to its management, staff and students. It is committed to taking all reasonable steps to ensure staff, students and visitors are able to operate in a safe environment free from bullying. The University’s commitment to this is reflected in its Policy and Procedure for the Prevention and Management of Bullying. Sources of Bullying Bullying can take place between a manager or supervisor and subordinate; between co-workers; between a staff member and a student; or between students. It may also refer to abusive group behaviour that is prolonged or systematic and otherwise known as “workplace mobbing”.
What does not constitute Bullying?In terms of the definition, only repeated behaviours qualify as bullying, thus one-off incidents do not normally qualify as bullying, although may be considered inappropriate within the University’s Guiding Ethical Principles, or Student Charter, and may result in action in accordance with University policy. It is important to differentiate between a person’s legitimate authority, as opposed to abuse or bullying. Supervisors have the right to direct and govern how work is done, and have a responsibility to monitor workflow and to manage performance. Disciplinary action taken against staff or students, including critical comments indicating performance deficiencies, do not constitute bullying where the appropriate management protocols have been followed and communicated in an objective professional manner in conjunction with University’s systems and guidelines including the Management for Continuous Improvement and Growth, Guiding Ethical Principles, and Student Charter. Constructive and appropriately delivered feedback and/or counselling on performance or professional behaviour is reasonable management action intended to assist staff and students to improve their performance or the standard of their behaviour. Information regarding policies and procedures related to these processes is located on the University web site at http://www.policies.curtin.edu.au/policycategories.htm
Impact of BullyingBullying can lead to serious health consequences and individual distress for those affected, and cause organisational disruption with substantial consequences for the university.
Impact on the IndividualBullying impacts on health as indicated by distress, anxiety, sleep disturbance; sense of isolation; depression; loss of self esteem/ self confidence; impaired ability to make decisions; financial implications if unable to continue to work/ study; physical symptoms of ill health e.g. headaches, nausea; deterioration in family/ social relationships and increased risk of injury in the work/ study environment (WorkSafe WA, 2003).
At an organisational level, bullying results in an unsafe work environment, which can lead to prosecution under the Occupational Safety and Health legislation. Consequences include disrupted teamwork; poor morale; reduced student and staff loyalty/ commitment; impact on recruitment/ retention – training for new staff (extra costs); lost labour, increased worker’s compensation payments and premiums; lower efficiency/productivity; increased absenteeism, sick leave, staff turnover; and poor employer public image, and may also result in reduced student applications and withdrawals (WorkSafe WA, 2003). Specifically, the estimated financial costs to Curtin of bullying, using a range of prevalence rates, reflecting studies reported in the international literature, across 3000 staff at $20,000 average costs per case (see McCarthy “Costs of occupational violence and bullying” in McCarthy & Mayhew, 2004) is calculated as follows:
Warning SignsTo manage bullying at Curtin, we must be able to identify and respond to it immediately and effectively. To do so, it is important for all staff and students, especially managers and supervisors, to be aware of warming signs that bullying exists. This is especially important as bullying may often go unreported. These warning signs may be evident in the behaviour of individuals in our work area or through the culture and systems of our workplace, and include:
Information and TrainingInformation and training is critical to ensure staff and students understand the issue, have confidence in their rights, understand their responsibilities, and have the necessary skills to work and study effectively at Curtin. The benefits of education strategies include:
To accompany the policy and procedures for the prevention and management of bullying at Curtin, the University is developing a range of tools to provide information to staff and students about this complex issue. In addition to the information contained on the Curtin web site, information and training will be made available to new and existing staff and students. Staff and students will be kept informed of the following once they are made available: Bullying Briefing SessionsThis is a 20-30 minute session provided by managers and supervisors to their staff and students to increase their awareness of bullying and the University’s policy and procedure for dealing with complaints of bullying. An Implementation Kit for Managers is available to assist this process. Introduction to Bullying Training Session This 3 hour instructor-lead training session is targeted towards members of Curtin who have supervisory responsibilities, but is open to all interested staff. This session is coordinated by EduSafe and is offered on a regular basis as part of the University’s staff development strategy. Introduction to Bullying On-line Module This on-line self-paced training module covers the same material as the Introduction to Bullying instructor-lead session but is completed on-line through the Curtin website. This allows for the participant to undertake the module at a time convenient to them and is available throughout the year. Bullying Brochure This publication is a simple way to obtain basic information on Bullying. The brochure will be made available to staff and students at various locations around campus or may be viewed on-line. Bullying Workshop for Specialist Contact OfficersThis is a one-day course for Specialist Contact Officers for staff and students. The session provides participants with an understanding of the issue of bullying, including University policy and procedure, the principles of complaint resolution, and the role and responsibilities of the contact officer. Policy & ProcedureCurtin University of Technology acknowledges the risk bullying poses to its management, staff and students. The Policy and Procedures for the Prevention and Management of Bullying have been developed in accordance with national guidelines, legislative authorities, and in consultation with representatives from Curtin’s management, staff and students. The purpose of the document is to describe the University’s policy and procedures in relation to bullying, including a definition of what constitutes ‘bullying’; who the policy applies to; the impact of bullying; the procedures and resources to prevent or deal with bullying; roles and responsibilities, and associated consequences, sanctions or penalties related to a breach of the policy. By doing so, the policy and its associated procedures contribute towards compliance with the Occupational Safety and Health Act 1984 and WorkSafe WA Guidance Notes for Dealing with Workplace Bullying.
Self-Audit ChecklistExperiences of bullying can be difficult to define and evidence, and may differ between people and situations. Bullying can arouse a range of emotional responses. If you believe you have been the recipient of bullying behaviour or if you have been accused of bullying, it is useful to complete a Self-Audit Checklist which is designed to assist in reflecting upon the situation, define the problem, determine if the experience falls into the category of bullying, identify relevant university policies, and courses of action available for resolution.
There are two separate checklists:
Note: The checklist is a tool for personal reflection and is not recorded or reviewed by any other party unless the person completing the checklist chooses to disclose it.
Specialist Contact OfficersThe role of the Specialist Contact Officer is to provide timely, objective and confidential procedural guidance and advice regarding the University policy and procedure for bullying. Specialist Contact Officers for staff and students at Curtin will hear complaints/issues, provide support, and provide information to help resolve issues. Therefore these officers undergo specific training and play an important role in the prevention and management of bullying at Curtin by:
The Specialist Contact Officer does not conduct the investigation, manage the complaint, or provide mediation for the resolution of complaints.
ReportingThere are a number of reasons why bullying goes unreported in many organisations. These include, bullying not being recognised as such, the fear of retribution on the part of the victim, complaining being see as a sign of weakness, or simply that there is no one to report to. The more people are prepared to report bullying, the more likely that action will be taken, and consequently, the less likely that bullying will flourish. Therefore, Curtin recognises that any concerted action against bullying must commence with efforts aimed at encouraging reporting. A complainant should report the issue using the specific confidential section related to bullying of the on-line Incident and Hazard Report Form. A complainant may choose to complete this form with the assistance of a Specialist Contact Officer if required. Reporting of the issue identifies bullying as a hazard in the workplace and allows for the University to assess the risk, and provide procedural advice for resolution, to meet its obligations for the health and safety of staff and students.
Resolving ComplaintsThe Policy and Procedure for the Prevention and Management of Bullying at Curtin includes different approaches to resolution (Schedule 5). These include:
If a person (staff or student) believes they are being bullied they are advised to complete the Self-Audit Checklist for the Complainant and seek advice from a Specialist Contact Officer to decide on an appropriate avenue for resolution. As Curtin encourages early resolution at the lowest possible level, a person is encouraged to raise the matter with the respondent directly, if possible, or have someone do this on the complainant’s behalf. Student Specific Information In the case of a student who believes they are being bullied, if the direct approach (Option B) is not possible, or the student feels uncomfortable or unsafe approaching the respondent directly, the student should take action dependent on whether the alleged bully is a member of staff or a fellow student: - If the alleged bully is a member of staff The student who believes they are being bullied should raise the matter with their lecturer. If this is not appropriate the student should then contact the next manager in line and follow the same line management approach as a staff member would follow. - If however, the alleged bully is another student The student who believes they are being bullied should raise the matter with their lecturer in the first instance, and then the Head of School if necessary. Considerations when raising the matter directlyWhen raising the matter directly consider the following:
If a direct approach is not possible, a complainant should consider alternate approaches to resolution, as per the policy and the options listed previously, which includes raising the matter with a supervisor/manager to assist to resolve the complaint, or contacting the Manager, Conflict Resolution.
Considerations when managing complaintsAs a supervisor or manager responsible for the management of the complaint it is important to:
Frequently Asked Questions (FAQs)1. What is bullying?Bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, that a reasonable person would regard as undermining the individual’s right to dignity through victimising, harming, humiliating, intimidating or threatening a person or persons, thereby creating a risk to health and safety (WorkSafe WA 2003).
2. What isn’t bullying?An isolated incident of unreasonable or inappropriate behaviour may be an affront to dignity at work but as a one-off incident, is not considered bullying. Thus, one-off behaviours do not normally qualify as bullying, however may be considered inappropriate, and dealt with under other University policy regarding staff or student behaviour. Furthermore, it is important to differentiate between a person’s legitimate authority, as opposed to abuse or bullying. Supervisors have the right to direct and govern how work is done, a responsibility to monitor workflow and to manage performance. Disciplinary action or constructive feedback on performance are reasonable actions if conducted in accordance with University policy and procedure, and delivered in a professional and appropriate manner congruent with our Guiding Ethical Principles.
3. What do I do if I am being bullied?The University does not tolerate bullying and this is reflected in its policy and procedures. Accordingly, there are options available to you if you are being bullied. The first step recommended to you is to review the relevant Curtin policy and complete a Self-Audit Checklist for the Complainant. This will assist you to assess the situation, define the problem, determine if your experience falls into the category of bullying, and identify courses of action available to you. Informal action is recommended as a first approach, and a complainant may wish to seek advice and guidance from available internal services. A list of appropriate internal services and Specialist Contact Officers are available on the Curtin web site. Curtin encourages action to prevent and manage bullying. The more people are prepared to report bullying, the more likely that action will be taken, and consequently, the less likely that bullying will flourish. Therefore, Curtin recognises that any concerted action against bullying must commence with efforts aimed at encouraging reporting, and offers a confidential on-line system for reports of bullying. The on-line system forms part of the overall procedure for complaints. This procedure offers a number of options for resolution and encourages issues to be resolved as informally as possible. You have the right to decide on the most appropriate action for you and you may consult a Specialist Contact Officer to assist you in this regard. Specialist Contact Officers are available to listen to the complainant, talk the complainant through the options for resolution in accordance with University policy, and assist the complainant to decide what action to take. As bullying is a complex issue and can sometimes be difficult to define and prove, it is recommended that any person who feels they are being bullied keep a record of incidents including dates and witnesses, and then follow the options for resolution.
4. What do I do if I am accused of bullying?If a person is accused of bullying this can be as stressful as for the complainant. You may seek support or advice from internal support services listed in the policy document for both staff and students. Using these support services will not be interpreted as an indication of guilt or admission but are intended to assist with dealing with the allegations. A person accused of bullying should also complete a Self-Audit Checklist for the Accused. This will assist you to assess the situation, define the problem, determine whether any of your behaviours may be perceived as bullying, and identify options for resolution and resources available to you. It is also important to understand your rights and responsibilities. The different stages of the procedure for complaints allow for problems to be dealt with informally or formally and are aligned with the principles of natural justice. A person accused of bullying has the opportunity to be represented where this is relevant at the appropriate stage of the procedure and must be given a clear account of the allegation to enable that person to state their case.
5. What is the difference between bullying and management?It is important to differentiate between a person’s legitimate authority, as opposed to abuse or bullying. Employers have the right to direct and govern how work is done, and a responsibility to monitor workflow and to manage performance. Hence it is the important to adhere to appropriate management protocols when disciplinary action is required (WorkSafe WA, 2003). In defining workplace bullying and discussing examples of such behaviour, it is equally important to specify what does not constitute bullying. A more detailed explanation of this is contained within Schedule 2 of the policy document. 6. What are the consequences of making a complaint?In accordance with University policy, any person who believes they are being subjected to bullying is encouraged to report such incidents and take responsibility for reaching an effective resolution. Complainants are not to be victimised for making a complaint in good faith. Supervisors and Managers will treat complaints seriously and investigate them promptly, confidentially, and impartially in line with University policy. Curtin’s Policy and Procedure for the Prevention and Management of Bullying outlines the confidentiality requirements for dealing with complaints of bullying, as it is imperative that all information regarding complaints of bullying, or discussion which could lead to a complaint, be kept confidential. The impact of bullying for the individual and the University is clear. It is therefore important to consider the avenues of resolution, and the consequences of not doing so.
7. What do I do if I suspect someone in my work group is being bullied?Where supervisors or managers have witnessed, been advised of, or suspect inappropriate behaviour, they should take appropriate preventative action to support the maintenance of a safe environment for staff and students. This may require obtaining advice or guidance from University services including specialists in conflict resolution or complaints management, and investigating and managing the resolution of issues by facilitating mutual agreement between the parties involved. In situations where a person has witnessed a colleague being bullied, or suspect inappropriate behaviour, they should seek advice or guidance from a Specialist Contact Officer to determine whether action is necessary to ensure the health and safety of staff and students at Curtin.
8. Where do I go to get more information?University information sources for bullying include:
Implementation Information for Managers One of the responsibilities of managers is to ensure members of their team are informed about Curtin's policy and procedures regarding bullying. To do this, managers may provide a Bullying Briefing Session with their staff, either during a team meeting or at a separate session, depending on time, and considering shift and part-time work arrangements. A number of tools have been developed to support managers in this process, and to compliment the information contained within this site and the policy document. Managers may choose to use these at their discretion. These include:
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