Being bullied at work? Here's how to handle a toxic work environment

It’s understandable that in any high-pressured role, tempers may fray, and words may be uttered that you wouldn’t necessarily expect to hear in the workplace. However, it would appear that a worrying amount of workers have found themselves being deliberately targeted by others at the office—to such an extent that they may feel they are victims of bullying.

It seems that some of us never left the school playground behind, with bullying a depressingly common reality in the workplace. New research by the law firm Wright Hassall has found that nearly half of all UK employees have been bullied, or have witnessed bullying, at work. This rises to 59 per cent when looking solely at female respondents.

The survey also indicated how some of us perceived certain worrying behaviours as being acceptable when in the office. Of those surveyed, 57 per cent didn’t consider shouting as bullying, while 35 per cent didn’t think making jokes at the expense of a colleague counted either. Alarmingly, one in 10 people (12 per cent) believed that intimidation was acceptable, while 21 per cent believed that spreading rumours about a workmate was justifiable.

So, with that being said, what actually can be considered bullying in the workplace, if the parameters are so loosely defined?

“Workplace bullying is typically characterised by repeated mistreatment of an individual at work, though severity and impact are also important factors to consider,” Aggie Mutuma, CEO of diversity and inclusion at Mahogany Inclusion Partners, explains to Harper’s Bazaar. “Bullying involves intentional behaviour that degrades, intimidates, or undermines an employee's work performance or ability to work.”

However, from a legal perspective, there’s no clear definition of what constitutes workplace bullying.

“It’s potentially one reason employers don’t take enough action,” explains Tina Chander, head of employment law at Wright Hassall. “Individuals also commonly believe that to allege or complain to their employer that they have been subject to bullying and/or harassing, then they must endure a pattern or persistent behaviour of this kind. This is not the case.” Severe single incidents can be reported if the event constitutes a significant negative effect on the victim.

Unsurprisingly, being a victim of bullying can have a hugely detrimental impact on a person’s ability to perform in the office.

“I've observed that, for underrepresented employees, bullying can exacerbate feelings of exclusion and lack of belonging,” Mutuma explains. “This often results in reduced productivity, lower job satisfaction, and higher turnover rates.”

We’re now seeing an increasing number of workers opting to simply walk out of jobs if they are unhappy with the atmosphere they’re in. This is especially common among the younger generation; research carried out by the Chartered Management Institute (CMI) found that one third of Gen Z workers have quit their jobs because a poor manager created a toxic working environment. Elsewhere, a survey carried out by Wright Hassall last year found that one third of workers would not recommend their workplace to a friend because of bullying.

Bullying can also have a severe impact on our wellbeing. Those who consider themselves victims of a workplace aggressor are more likely to be depressed, stressed and burned out, but some studies have also shown that workplace bullying can have more serious consequences for our health. A 2018 study found that the more frequently participants said they were bullied, the greater their risk of developing cardiac problems in the future.

Because of the wide-reaching and sometimes idiosyncratic nature of aggressors, it can sometimes be hard to distinguish what behaviours count as bullying. It’s easy to reduce bullying behaviour to being shouted at, belittled and undermined, a la Miranda Priestly in The Devil Wears Prada, but due to the now-flexible nature of our workspaces, bullying can take place without a word being spoken at all.

“Bullying can occur in writing,” Chander explains. “I’ve seen more cases involving Teams and Slack messages.”

Bullying can also be more subtle than screaming: “Micro-aggressions are everyday verbal, nonverbal, and environmental slights or insults, intentional or unintentional, that communicate hostile, derogatory, or negative messages,” says Mutuma. “Examples of microaggressions include gossiping, exclusion, talking over someone, mispronouncing names, ignoring someone’s contribution in meetings, or making stereotypical jokes.”

This sort of more passive-aggressive bullying can be insidious; it’s often jocular nature can lead to more offensive remarks being passed off as “banter”, and make it seem more difficult to speak up. It’s little wonder, then, that research shows 26 per cent of UK workers say they wouldn’t know what to do if they were being bullied at work.

“Speaking up about bullying is often difficult due to fear of retaliation, isolation, or being labelled as a ‘troublemaker,’’ says Mutuma. “This fear is particularly pronounced among people with underrepresented identities who might already feel marginalised.

“Many worry that their complaints will not be taken seriously or might even lead to job loss.”

However, this does not simply mean that those being bullied merely have to put up with poor behaviour. “I’d always encourage you to look at your employer's bullying and harassment policy first,” says Chander. “There may be advice here about what to do specific to your organisation.”

Meanwhile, Matuma says it’s important that victims start documenting incidents of perceived bullying before putting in a formal complaint. “Note dates, times, what was said or done, and any witnesses,” she says. “Speak to a trusted HR representative or use any anonymous reporting channels available.

“If you feel like you have tried to communicate your concerns with the appropriate people, it can help to follow the formal grievance procedure if informal attempts to resolve the issue fail.”

Matuma adds that those undergoing a formal complaints process should take the time to understand that the situation they find themselves in “is not their fault”.

“These events reflect the nature of the perpetrator,” she says. “Looking after your mental well-being during these procedures is an important step to remaining resilient and overcoming obstacles in the workplace.”

Regardless if the company you work for is on the FTSE 500 or a small, family-run business, it’s important that proper processes are followed when tackling bullying. “Victims of workplace bullying should receive comprehensive support from their organisation,” Matuma says. “This includes emotional support through counselling services, practical support such as adjustments to work conditions if necessary, and procedural support in the form of a clear, fair investigation process.”

This could mean adjusting working patterns, or even giving an affected employee time off to deal with the impact of an investigation.

“Investigations should be allowed to occur without you being in fear,” Chander explains. “Time off isn’t compulsory, but in some cases, you may struggle to focus and work after submitting a formal grievance, and your employer should support you.”

If the bullying continues, even after an internal investigation comes to a close, then it may be time to seek further action. “You may consider bringing a claim and seeking compensation at work,” Chander says. “An employment lawyer can help you understand your options and support you.”

While some people may choose to stay and fight for their role, and stand up to workplace bullies, there’s no denying that these processes can be stressful, overwhelming and draining. In these circumstances, there is no shame in choosing to put your well-being first.

“Sometimes, the best course of action may be to seek a healthier work environment,” Matuma says.

Lead image credit:  Moviestore/Shutterstock//Shutterstock

This article originally appeared in harpersbazaar.com/uk in July 2024.

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