Subtle Signs of Bullying and Harassment
In recent years, there has been increased awareness about bullying and harassment in various environments such as schools, workplaces, and online platforms. While many staff members can recognize overt acts of aggression, there are more subtle signs that can indicate a problem. Understanding these signs is crucial for preventing a toxic environment and supporting those affected.
SFU has an online course on Respectful Working and Learning Environments that outlines what the University considers bullying and harassment.
Exclusionary Actions
One of the most common yet subtle forms of bullying is social exclusion, also known as shunning. This can manifest as a group intentionally excluding someone from conversations, events, or activities. According to a study published in the Journal of School Psychology, social exclusion can have significant emotional effects on targets, leading to increased anxiety and depression (Wang et al., 2014). Purposefully leaving someone off communications, ignoring someone’s contributions and dismissing someone when they are speaking are all examples of exclusionary actions.
Microaggressions
Microaggressions are harmful interactions that are everyday, subtle, unintentional, and often dismissive. They can include comments that undermine someone’s self-esteem or dismiss their experiences. Research from the American Psychological Association highlights how microaggressions accumulate over time, contributing to a hostile environment (Sue et al., 2007). Microaggressions are often wrapped up in negative or stereotypical assumptions about the other person. An example of this is, “You speak English very well.”
Changing Communication Patterns
If there’s a shift in how someone communicates with a specific individual, such as becoming overly critical or overly formal, this can indicate underlying bullying or harassment. Changes in tone, content, or frequency may reveal discomfort or hostility. More apparent signs can include pointing out someone’s mistakes in a group or belittling someone’s efforts when this wasn’t the case before. A workplace study by the Occupational Health Psychology Journal showed that communication breakdown was a precursor to broader harassment issues (Hershcovis & Barling, 2010).
Silent Treatment
The silent treatment, stonewalling, or deliberately ignoring someone is often a subtle tactic used in bullying. This form of emotional manipulation can deeply affect a person’s sense of belonging and self-worth. A paper in the International Journal of Conflict Management explains that silence can be a powerful tool in exerting control and domination over others (Lazare, 2004).
Gossip and Rumors
While gossip can occur in any social setting, when it becomes a systematic attack on an individual, it crosses the line into bullying. Spreading false rumours or discussing someone’s private matters can severely impact a person’s reputation and mental health. The Journal of Applied Psychology has reported that workplace gossip is linked to decreased morale and increased turnover (Chua, 2012).
Drastic Workload Changes
Unwarranted removal of core responsibilities, excessive monitoring or unnecessary management, drastically changing or reducing a report’s work duties, and undermining another person’s work by making it impossible to meet deadlines or workloads are also considered bullying and harassment by SFU.
Understanding these subtle signs of bullying and harassment is essential for creating safe and supportive environments. Peers, educators, and employers must remain vigilant and approach these issues with sensitivity. Recognition and intervention can foster a culture of respect and inclusivity, helping to address and ultimately prevent the harmful effects of bullying and harassment.
By raising awareness of these subtle signs, we can empower individuals to speak out and seek help, fostering a healthier community for everyone.
References
https://canvas.sfu.ca/ Respectful Working and Learning environments
Adler, N. E., & Matthews, K. A. (1994). Health psychology: Why do the poor, the less educated, and the uninsured suffer more? American Psychologist, 49(5), 245–261.
Chua, R. Y. J. (2012). The role of gossip in the workplace: The improvement and deterioration of workplace relationships. Journal of Applied Psychology, 97(3), 724-734.
Hershcovis, M. S., & Barling, J. (2010). The impact of bullying on job satisfaction. Occupational Health Psychology Journal, 15(1), 1546-9308.
Katz, L. (2016). Understanding invasive relationships and boundaries. Qualitative Sociology, 39(3), 265-284.
Lazare, A. (2004). The silent treatment: How to navigate relationships in silence. International Journal of Conflict Management, 15(3), 292-310.
Sue, S., Cheng, J. K. Y., Saad, C. S., & Cheng, J. (2007). Asian American mental health: A cultural context. American Psychological Association, 62(4), 242.
Wang, M. T., Iannotti, R. J., & Nansel, T. R. (2014). Recent findings on bullying: Core features, correlates, and consequences. Journal of School Psychology, 52(1), 35-64.