Why every business needs an anti-bullying policy
Anti-bullying Week is held each November to raise awareness of bullying among young people, with an emphasis on prevention.
However, its message extends far beyond that, and the principles behind it are important in everyday life, as bullying can affect people of all ages, including those in the workplace.
Yes, that’s right, unfortunately bullying isn’t restricted to your school days. It can, and does, happen in the workplace too.
What counts as bullying in the workplace?
Bullying and harassment is behaviour that makes someone feel intimidated or offended. Harassment is unlawful under the Equality Act 2010. Examples of bullying or harassing behaviour include:
spreading malicious rumours
Insensitive jokes and pranks
picking on or regularly undermining someone
denying someone’s training or promotion opportunities.
Bullying and harassment can happen face-to-face, by letter, email or phone. As an employer, you are responsible for preventing bullying and harassment suffered by your employees.
Bullying itself is not against the law, but harassment is. This is when the unwanted behaviour is related to one of the following:
age
sex
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race
religion or belief
sexual orientation.
Anti-bullying policies
As a small business, you should have a well-communicated anti-bullying policy in place. This is a legal requirement and helps protect your business from legal claims.
The policy should be a written document, signed by senior management, and easily accessible to all staff.
Why is an anti-bullying policy a good idea?
Although having an anti-bullying policy is a legal requirement, it’s also a good idea to have one so your employees know they are protected and that you care for their welfare. It also promotes a safer, more respectful environment.
A clear policy gives employees confidence that their complaints will be taken seriously and handled confidentially and without fear of retaliation.
What should be included in an anti-bullying policy?
A Commitment Statement of the business's commitment to a workplace free from bullying and harassment.
A definition of bullying - including what constitutes bullying, with specific, non-exhaustive examples. This should cover verbal abuse, exclusion, cyberbullying and third-party harassment (eg, from clients/customers).
Roles and responsibilities - clearly outline the responsibilities of management (to lead by example) and employees (to treat others with respect).
Reporting procedures - a step-by-step process for raising concerns, including multiple channels (designated person, line manager or an anonymous option if needed).
Investigation process - a commitment to prompt, thorough, impartial, and confidential investigation of all complaints
Outcomes and consequences - a clear outline of potential consequences if bullying is found to have taken place, including disciplinary action and potential dismissal.
Support mechanisms - information on support available for anyone affected, such as counselling
Review process - a commitment to regular monitoring and reviewing of the policy’s effectiveness and updating it in line with experience and legal changes.
If you’re unsure whether your business’s anti-bullying policy is up-to-date, or if you need guidance on creating one that protects both your team and your organisation, please get in touch as we can help.
We are here to help your business in these types of matters or anything else HR related.
Please contact us – we’d love to hear from you.