Sep 29, 2023

Organizations can do a lot of things to make sure there is no bullying or harassment in the workplace. However, it all comes down to the owner or the CEO placing a high priority on developing and maintaining a bully-free organization. If they are truly serious about it, then the next levels of management will do their best to follow through.

In larger companies the CEO establishes the priority by first hiring a professional Human Resources Director who has experience in appropriately managing bullying and harassment issues, and makes sure that the HR Director understands the priority placed on this matter. In the true account story I describe in my book “How to stand up to workplace bullying and take on an unjust employer”, there was an HR Director involved, but I don’t believe she had the appropriate experience to deal with these issues. It appeared to me that she would rather avoid these issues rather than having to deal with them. Eventually she got rid of me probably because she thought that would help the situation. Of course, I decided to fight back and won my case through union-led arbitration. I believe if there was a well experienced HR Director involved, then the situation would have been handled differently.

In smaller companies it is much harder because owners often do not have the funding to hire an HR Manager. However, even in smaller companies, if the owner makes it very clear that bullying and harassment in the workplace will not be tolerated, then that message often gets through to everyone. Nobody in a workplace wants to go against the priorities set by the owner.

© 2017 - Sumi Mukherjee
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