As a manager, your staff will look to you for guidance and support for many workplace issues, not least if they are feeling bullied or harassed in some way. Most companies will have their own bullying and harassment policies and it is important that you are fully conversant with the process.
The information on this website is general and will not cover the specifics of your own company’s policy, but it can offer insight and information on this topic.
Definition of harassment
According to Acas , “harassment is unwanted conduct; affecting the dignity of men and women in the workplace. It may be related to age, sex, race, disability, religion, nationality or personal characteristic of an individual, and may be persistent or an isolated incident. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient.”
Definition of bullying
Acas describes bullying as “offensive, intimidating, malicious or insulting” behaviour, or “an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to someone.”
It is not the intention of the perpetrator that is key in deciding if harassment or bullying has occurred, but whether the behaviour is unacceptable by reasonable normal standards and is unwelcome to the person or people subjected to it or witnessing it.
What does bullying and harassment look like?
Bullying or harassment may be by one individual towards another or involve groups of people/colleagues or people you manage. It can be obvious as in cases of physical violence, or take a less obvious form, for example where someone is ignored or ostracised. It can be persistent behaviour over a period of time, or a one-off act and in each case, with or without witnesses.
What support can OH offer?
Your HR department will advise whether it is a HR issue or something that needs referring to OH (a health issue). Quite often it can be a management issue rather than one for OH.
Occupational Health can provide advice about mediation and advice on fitness to attend any disciplinary or investigation hearings.
Going forward
Education and awareness on the company’s bullying and harassment policy and standards of behaviour required at work can be shared with staff via team briefs, meetings, as well as platforms such as staff intranets or employee portals.
This topic can also form part of your inclusion and diversity strategy and training, if available within the company.
As a manager, be vigilant and get to know your staff as best you can, not everyone will get on with everyone else however, and it does not mean that differences need affect their ability to work together.
Further information
Acas – Discrimination, bullying and harassment
HSE – Preventing workplace violence
GOV.UK – Discrimination and your rights
Ref: WPW0141 this information was reviewed November 2024.
