Just The Facts
JTF#112 - CEO Update
Well. What an astonishing month it has been for inclusion! We have been overwhelmed with the number of stories and articles abounding about discrimination; racial vilification; violence against people from different backgrounds; countries making generalisations about other nations; ex-executives and politicians engaging in banter about apparent discrimination or prejudice; YouTube sensations where the use of derogatory terms to describe people is a hit; and incredible stories relating to bullying and abuse of people unable to defend themselves.
Bullying, it is out there! In our societies - our communities - our workplaces.
Bullying is a serious issue that takes many forms and has potential to have horrendous effects upon its victims. To think that anyone would have the temerity to suggest that bullying is not an issue in our workplaces is astounding. Unfortunately there are some who chose to think of bullying as an “isolated problem relating to the odd person” – this simplistic view trivialises the potential impacts of bullying on all involved.
In recent times we have heard rumblings indicating that complainants are attempting to create a safety net for themselves in these tough times. Sadly this may very occasionally occur, however it is imperative not to assume that this is the case when any claim is lodged – we must continue to look at any allegations with an open and empathetic mind.
Norwegian researcher Dan Olweus defines bullying as when a person is "exposed, repeatedly and over time, to negative actions on the part of one or more other persons." He defines negative action as "when a person intentionally inflicts injury or discomfort upon another person, through physical contact, through words or in other ways."
If we take the notion of bullying, and the many words that are often associated when trying to describe what bullying is, we can get a sense of what actually happens to victims.
Power, control, domination, subjugation, manipulation, intimidation, narcissism, attention seeking, arrogance, fear, shame, embarrassment, guilt, denial, suppression.
Often bullying is associated within our schools and workplace – however we are now starting to recognise the bullying that exists within our communities. If we start to analyse the above words against some of the bullying behaviours we regularly see, we can recognise that the behaviours and drivers are the same, whether it is in a bully in the school yard; political leaders bullying their people into compliance; homophobia-led bullying; bullying within our Board Rooms; a partner bullying a family member or partner; cyber bullying; sportspeople on the playing field; management bullying their staff (or vice versa); or racially-led bullying on our streets.
The other consideration is how is bullying manifested: one newsletter is not enough to cover, how bullying manifests, but some thoughts: over the internet; in mail; by third party conversations; rumours and gossip; physical actions; deprivation of essentials for life; removal of freedom of speech; mind games; exclusion; a look; a word; in fact anything to make someone feel inadequate or afraid.
What are the outcomes: Again too many to articulate but they are mostly very serious to the individual, the business and the broader community in cost, productivity, human rights, human life.
Like many aspects of our businesses and communities, bullying must be addressed through education; conversation; zero tolerance; leaders taking firm positions on issues and people when bullying occurs; policies; and, importantly, support for those who are either victims of bullying or who believe they are.
In summary, as demonstrated by many workplace survey’s, bullying is alive and definitely in the workplaces. To address bullying we need to truly accept it is happening and not allow obvious or subtle acts of bullying to be ignored. The consequences are serious and totally unacceptable.
It takes a comprehensive and strategic approach to understand your landscape, the issues that are around, the policies that are required, the education required, the organisational culture in place, what needs to change, and the rewards for a non bullying environment. As part of any strategic approach to a diverse and inclusive environment bullying must be understood and addressed, not in isolation but as part of a total approach to inclusiveness.
In essence, an inclusive environment requires no bullying. So to say we have an inclusive community, workplaces, education system is not yet true until it is inclusive for all.
Below are just some examples of when bullying and harassment go mad:
- The Russian judge who stated that “if we had not sexual harassment [in the workplace] we would have no children”, Digital Journal
- The mother who was accused of cyber bullying which led to a teen suicide, The Sydney Morning Herald
- The politician who is being sued for sex discrimination for telling a colleague that "all women should be sterilised", The Guardian
Yours in diversity,
Mark Heaysman
Topics: CEO Update, Discrimination, Diversity, Harrassment, News item