You bolster yourself in the morning, thinking, maybe today my boss won't criticize me during the staff meeting, they won't tell me that a high school student can do my job better than me. They won't yell at me over a typo in the newsletter.
You arrive in the office not knowing who to trust, as your colleagues may say something to your boss. You work hours of overtime, knowing that you won't get paid. Then you go home to get yourself ready to do it all again tomorrow.
Bullying and harassment at work is a real thing.
In 2012 a survey of 552 Canadians working full time found that:
45% of respondents reported bullying. The sources of bullying were:
- a co-worker 24%
- an immediate boss 23%
- a higher manager 17%
- external (e.g. customer) 17%
Only 1 in 3 workers report bullying. 1 in 3 bullied workers said that caused health problems and 26% of bullied workers quit their jobs as a result of being bullied.
In 2014, a survey conducted by The Angus Reid Institute (ARI) among 1504 randomly selected Canadians reported:
- 28% of Canadians have received unwanted sexual advances at work
- For 1 in 7 adults, this has been more than innuendo or talk
- Only 1 in 5 of adults who received unwanted advances reported the behaviour
- Those who did report found that only 1 in 5 employers were 'responsive and conducted a serious investigation and took proper action'
75% of Canadians say that sexual harassment in the workplace should get more attention and 76% believe that it's a common occurrence.
Bullying and Harassment: BC Human Rights
If someone is harassing you for one of the following reasons, this is in direct violation of the BC Human Rights Code:
Race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, age or because of a criminal or summary conviction offence that is unrelated to the employment.
If this is not the case, SFU has a policy where there is a zero tolerance policy on workplace harassment and bullying. There are easy ways to speak to someone or complete a web form to address this serious issue.
WorkSafeBC Requirements
The WorkSafeBC policies outline requirements for employers, supervisors and employees.
Employers must:
- Draft a workplace policy statement
- Prevent or minimize bullying and harassment
- Develop reporting procedures
- Develop procedures for dealing with / investigating incidents or complaints
- Train workers and supervisors
Supervisors must:
- Not engage in bullying and harassment; and
- Apply and comply with workplace policies and procedures on bullying and harassment
Employees must:
- Report if they observe or experience bullying and harassment
- Not engage in workplace bullying and harassment
- Apply and comply with workplace policies and procedures on bullying and harassment
SFU Bullying and Harassment Policies
Here are the steps to take if you are bullied or harassed in the workplace:
- Speak to the Bully
If you feel safe and comfortable doing so, calmly approach the bully/harasser and tell them their behaviour is unwanted, unacceptable and against University policy. Insist that they stop the offensive behaviour immediately. - Inform your Supervisor
If the unwelcome behaviour continues, speak to your immediate supervisor. Report it as soon as possible so that they can investigate expediently. Document the incidents and be aware that your personal information is considered sensitive and subject to the terms of BC's Freedom of Information and Protection of Privacy Act.
If your supervisor is the bully, you can contact your Department head, APSA, a Human Resources Advisor or an Academic Relations Advisor for help. - Inform Safety & Risk Services
Fill out the Workplace Bullying and Harassment Report form if your department has not adequately addressed your concerns.
Safety & Risk Services will first determine whether you informed your supervisor of the incident and what steps if any, they took to resolve the situation.
There are no consequences for a bullying or harassment complaint that's in good faith. It is kept confidential within the parameters of a fair and effective investigation. However, frivolous or malicious complaints may result in disciplinary action.
If you feel you need additional support please contact APSA.
Resources:
https://www.workplacestrategiesformentalhealth.co…
https://www.hrreporter.com/workplace-law/37836-wo…
https://www.bchrc.net/bullying
https://www.sfu.ca/dean-gradstudies/blog/year/201…
https://www.sfu.ca/srs/ehs/bh/wbh-resources.html