Once a formal complaint of bullying has been made, it is extremely difficult to restore working relations so it is vitally important that managers and employees understand what might constitute bullying – and the differences from harassment.
The HSE Stress Management Standards specifically highlight managers’ responsibilities in creating a workplace which is free from bullying and harassment.
Training is delivered in a relaxed, informal and flexible manner with plenty of opportunity for questions and discussion. There is a very interactive learning process with exercises designed to stimulate interest and learning.
There is increasing awareness of the effect bullying and harassment can have on individual, team and organisational welfare. The CIPD has estimated that over 50% of stress cases at work involve bullying, and the increasing costs of compensation can be staggering.
High-profile successful cases such as ‘Green v Deutsche Bank’ and ‘Marjowski v Guy’s and St Thomas’ NHS Health Trust’ emphasise the potential human and financial costs for any organisation and the obvious need for training on bullying in the workplace.
More recently, in Michalak v The Mid Yorks Hospital NHS Trust, a record award of c £4.5m was made after “…the Trust’s behaviour in which it orchestrated a lengthy secret campaign’ against one of its doctors where the Tribunal found their behaviour amounted to unlawful sex and race discrimination.
