You’ve heard the saying, prevention is better than cure? Nowhere is that truer than when it comes to bullying and harassment in the workplace.
Every employer has a legal obligation to provide a safe work environment for its staff. That starts with having the right policies in place. Policies should include clear steps for reporting inappropriate behaviour and outlining exactly what happens when such a report is received.
Sounds simple? It’s not.
Bullying policies need to be multi-faceted. They need to not only ensure compliance by the employer with its legal obligations but need to ensure that employees have a clear pathway to report issues confidentially and without fear of retaliation.
It’s imperative that your policies are reviewed by an employment lawyer to ensure compliance with regulatory requirements and they should be updated whenever changes occur.
Our organisation has a workplace bullying policy – is that enough to protect us?
No, but it’s a vital first step.
A policy can’t just sit in an employee handbook. Employers must take steps to ensure employees are aware of the policy and understand what it. The policy should be integrated into the organisation’s culture. That means actively communicating it and demonstrating a genuine commitment to creating a safe and respectful work environment.
While this is, in our view, simply the right thing to do, there’s also a strong business case for those who need more convincing.
Karl Treacher, Group CEO of The Culture Institute of Australia and author of The Australian Workplace Culture Guidelines, notes in Guideline 13 the strategic value and impact of employers maintaining strong anti-bullying practices.
- Organisations with effective anti-bullying programs show 29% higher employee engagement and 24% lower turnover rates (Australian Human Rights Commission 2023 Workplace Study).
- Employees who experience bullying are 63% more likely to take stress-related leave, 41% less productive and 27% more likely to leave their organisation (PWC’s 2023 Mental Health at Work Report).
Where Lawpoint focuses on compliance and legal protection, Karl’s work demonstrates how well-applied policies can also become a strategic business advantage.
“Implementing comprehensive workplace bullying policies and practices delivers significant strategic value by creating a safe, respectful and psychologically healthy work environment. When employees feel protected from bullying and supported to speak up, they are more engaged, collaborative and resilient. Conversely, unchecked bullying can lead to severe consequences including absenteeism, turnover, legal action and reputational damage.”
What is workplace bullying prevention best practice?
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- Clear policies and procedures Establish clear anti-bullying policies and procedures. These should include how an employee can report bullying behaviour they witness or experience, and how the organisation will manage that report. Consider whether you will allow anonymous reporting and how you will protect employees from retaliation.
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- Fairness and consistency Effective bullying policies ensure that all complaints are handled consistently, fairly, and impartially. Procedural fairness is also essential. A well-written, effective policy builds trust in leadership and the organisation’s processes.
- Confidential reporting Employees need to know that there is a clear way to report issues confidentially and without fear of retaliation. This encourages people to speak up early, which helps resolve problems before they escalate.
- Strong leadership Leadership buy-in, visible support, and modelled behaviour are essential. For some leaders and managers, this may not come naturally — training may be required. Never assume that because someone is in a leadership position, they know what constitutes bullying or how to address it. Clearly communicating expectations around bullying is vital.
- Support structures Design support systems for anyone who has experienced, witnessed, or been involved in a workplace bullying matter. This could include one-on-one counselling, HR assistance, buddy programs, or other initiatives to ensure those involved feel comfortable and supported in making disclosure and throughout the process.
- Employee training From onboarding to ongoing development, make anti-bullying a consistent part of training. Ensure employees don’t just read but understand the policy. Have they practised how they would respond if they experienced or witnessed bullying? Role-playing scenarios can help staff understand what bullying looks like, the workplace behaviours that constitute it, and the behaviours that help prevent it.
- Genuine integration across your organisation Anti-bullying measures shouldn’t begin and end with a policy or induction. Organisations serious about positive culture integrate anti-bullying and positive behaviour codes into KPIs, risk assessments, and workplace wellbeing strategies.
To learn more about how you can build a strong organisational culture, visit The Culture Institute of Australia.
