Workplace bullying and harassment is a growing issue in B.C. This growth is troubling, when you consider the potential risk to the physical and mental health and safety of workers. Workplace bullying and harassment not only has lasting long term implications on the targets of bullying, but also has major cost implications for fellow employees and the organization itself.
Addressing bullying and harassment in the workplace
In May, 2013, the B.C. government passed Bill 14 to address revisions to the Workers Compensation Act as it relates to compensation for mental health disorders. As of November 1, 2013, WorkSafeBC requires compliance by all employers in B.C. under the new legislation. The organization offers guides for employers with nine steps to prevent and address workplace bullying and harassment.
Compliance requirements include official anti-bullying policies, anti-bullying and harassment training for all employees, clear reporting and complaints procedures for bullying and harassment as well as detailed records for all cases of bullying and harassment.
There are a number of tools available. Employers should start by visiting WorksafeBC’s website to review the tool kit and ensure a clear understanding of the measures required to be deemed compliant. From there, employers need to determine how they are going to implement the requirements set by WorkSafeBC. This is the most challenging part of the process and requires careful planning.
There are a number of key considerations, including: the development of clear policies and reporting structures, allocation of time for managers and workers to complete training, format of training, and monitoring completion.
WorkSafeBC has a variety of free guides and tools on their website for organizations to review the requirements of Bill 14. Their website also outlines what should be included in the training for complete compliance.
As a leading provider of health and safety training in B.C., St. John Ambulance has also developed an online platform designed specifically to support employers needing assistance with how to comply with Bill 14. As an online platform, it is accessible and adaptable for all employers, regardless of size or industry.
The platform offers two programs, a free online tutorial for employers, sharing resources and information on Bill 14 compliance requirements and a second, online employee program called Workplace Bullying and Harassment – How to Recognize and Respond that provides the required training and tools to prevent and respond to workplace bullying and harassment, including: online training for supervisors and workers on how to recognize and report workplace bullying that can be accessed at any time, day or night, therefore eliminating time-consuming all-staff meetings and training sessions. Once a staff member completes the training, they are given a certificate of completion for documentation of training compliance. In addition, the adaptable templates allow managers to develop anti-bullying statements for the workplace and procedures for reporting complaints and incidents of bullying and harassment within the framework of their organization.
While organizations are going through the process of meeting the requirements, there are a number of ways to ensure staff engagement. Make sure that employees are involved as much as possible in the customization of the policy and procedure process. Keep them involved in policy updates, provide information on new procedures, and most importantly be available to address any questions or concerns staff might have.
Ensure increased daily awareness about workplace bullying and harassment by posting tips on how to deal with bullies in a common area, like a staff room or near a photocopier. WorkSafeBC has a great list of tips on their website that are available to organizations.
The creation of a peer advisory group creates a forum for workers to talk about issues they may be experiencing. This empowers employees to seek advice for how to resolve conflict or challenging work situations from a group of their own peers. Peer advisor groups should be pre-screened by a human resources department or senior supervisor to ensure that they are confident in providing advice and support to employees facing workplace conflict.
Cindy Lund Chow is the chief learning officer for St. John Ambulance
