Anti Bullying Course

By the end of this Anti Bullying course learners will know;

• What bulling is
• Applicable legislation
• The potential impact of bullying
• The difference between bullying and management
• The importance of policies
• Effective bullying prevention measures
• How to handle bullying complaints

NOTE:  This course has lessons aimed at addressing bullying.  We also offer ‘Dignity in the Workplace‘ that deals with both bullying and harassment.

This anti bullying training is for all employees.  It is particularly beneficial to managers and supervisors.

Bullying at work is defined as,

“repeated, inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the workplace and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work.”

Bullying at work risks the safety, health, and welfare of people at work and can be unlawful under both the Equality Act 2010 and/or the Health and Safety at Work Act 1974.

The Health and Safety at Work Act 1974 requires employers to ensure the health and safety of  anyone affected by their work.

Obviously businesses cannot keep everyone safe all the time.  But, legal compliance requires employers to take all  ‘reasonably practicable‘ steps.

This requires firstly, undertaking a risk assessment.

Secondly, this means implementing appropriate steps to protect the health and safety of staff.  For example where bullying is a risk to health, an Anti Bullying course in likely a reasonable step.

Employers should treat the welfare of an employee who may being bullied is of the utmost importance. A bullying accusation is a very serious thing and must be dealt with carefully.

There must be an examination into the circumstances and ensure that the bullying actually is or was occurring.  Note, An isolated incident, as a once off, is not considered to be bullying.

If the incident is isolated and a low level risk a conversation between HR with the line manager will often be sufficient.

However, if a reported incidents are common or of a serious nature.  E.g. physical, repetitive or a group against an individual.  Then formal disciplinary action and company-wide training is a more reasonable response.

Unfortunately there are no absolute correct answers.  Because the issues around bullying are subjective by their nature.

The seriousness of bullying depends on how it feels to the recipient.  What to one person takes as a joke could to another person have a very serious impact on their mental health.

If you are bullied at work it can obviously be distressing.

Firstly, try to approach the person calmly and point out to them that the behaviour was offensive to you, why it was offensive and that you are now asking them to refrain from repeating that behaviour in future.

Alternatively, you could pursue the issue through your companies policies & procedures.

Either way, you should take a note of the incident and the conversation for your own records.

Example of bullying include;

• Sending critical emailed about someone to others who do not need to know
• Demeaning someone – picking on them or setting them up to fail
• Unfair treatment
• Overbearing supervision
• Threats or intimidating comments.
• Undermining a competent worker with constant criticism
• Intentionally blocking promotion or training opportunities