Sally Jetson and Associates
Mt Lawley Professional Centre

RiskCover WA Workplace Bullying, Violence & Aggression Workshops
6.8.04 and 15.10.04

Summary of Bullying Management and Prevention Strategies
Developed by Workshop Participants

This list of strategies was developed by 140 workshop participants working in teams in answer to a case study question
“What can be done to manage and prevent bullying in the workplace?”

Policy Development
In consultation with staff, devise a Policy for the Prevention of Bullying.
Gather data to establish baseline and ensure ownership. Consider staff perception survey and/or focus groups.
Clearly define what is and isn’t bullying.
Differentiate bullying from workplace conflict and legitimate management or supervision.
Consider implementation of zero tolerance position.
Identify a champion for the policy and seek strong commitment from CEO and management.
Link policy to values, ethics and expectations of conduct.
Ensure policy addresses consequences of breaches.

Implementation of Policy and Procedures
Include in induction package to all new staff and contractors.
Consider marketing strategy in order to market effectively – eg team meetings, intranet access, workshops and training.
Ensure all staff and contractors are aware of the Code of Conduct and associated policies.
Communicate policies in team activities and meetings.
Ensure all employees are refreshed at appropriate intervals.
Actively encourage reporting of bullying with safeguards in place to protect employees who report.

Procedures to Address Bullying
Ensure that:
- Procedures for notification of bullying complaints and grievances exist and are widely publicised.
- Informal and formal options are available for the resolution of matters.
- All reports and complaints are followed up face to face (not just in writing).
- Alternative resolution processes for ‘no blame’ interventions are available including
- conciliation,
- mediation or facilitated discussions
- counselling
- peer support network
- EAP
- Procedures are monitored to ensure they are user-friendly, easy to follow and readily put into practice eg, flow charts.
- Procedures are monitored for their effectiveness and update as required.
- Policies and procedures are easily accessible via intranet and hard copy.
- Grievance personnel, including Contact and Grievance Officers, are adequately trained and resourced.Training for Personnel to Deal With Bullying Incidents

Skills
Provide skills training for managers in how to
- identify and address concerns.
- how to react, respond and provide adequate support to all parties.
- how to conduct a workplace investigation.
Ensure grievance management staff are properly resourced and trained.

Improve Organisational and Leadership Performance
Embed positive work values into culture of organisation.
Lead by example – top-down promotion of policy through role modelling.
Implement 360 degree to upper management and use feedback in performance reviews.
Management development (people management and leadership development).
Specific training of management in:
- Duty of Care
- Supervisory skills
- Leadership
Ensure effective management support (not just lip service)
Encourage changes in attitude and behaviour.
Promote code of conduct, ethics, what is/is not acceptable behaviour.
Ensure awareness of, and organisational compliance with obligations
- Public Sector Management Act
- Code of Ethics
- Code of Conduct
- OHS
- EEO
- Recruitment
- Requirement of confidentiality/professionalism

Manage Organisational Factors that Contribute to Bullying

Staff Recruitment and Selection
Ensure staff selection processes are expedient and accountable, ie, open to competition
Clear role statements (JDFs) to all employees
Mentor support (new employees learning their roles).
Ensure job design minimises risk of bullying.

Staff Development and Wellness
Identify at-risk teams and provide staff development with emphasis on team involvement in continuous improvement initiatives.
Promote healthy work environment through wellness programs.

Monitor Effectiveness and Sustain
Follow through all cases to ensure outcomes and resolutions are sustained and no victimistion has occurred.
Ensure there is a continued organisational approach to
- awareness raising, training and monitoring
Ensure appropriately resourced structural monitoring of
- Issues and complaints raised
- How managed
- Outcomes achieved
Monitor indicators of risk including turnover and transfers, exit interviews, WC claims, sick leave, use of grievance processes.
Review staff survey in given time frame.
Modify bullying management and prevention strategies in accordance with feedback.

Ph: (618) 9370 4014 Fax (618) 9370 1722
info@jetson.net.au

PO Box 243 Mt Lawley Western Australia 6929
ABN 24 075 290 130