The Impact of Workplace Bullying on Individuals with Disabilities

Kathleen Deery, PhD, CRCDept of Rehabilitation and Counseling

UW-Stout

Workplace Bullying

Repeated, unreasonable actions of individuals (or a group) directed towards an employee, which are intended to intimidate, degrade, humiliate, or undermine

(source: Workplace Bullying Institute)

Bullying:

Verbal abuse

Threatening, humiliating, or

intimidating behaviors

Work interference (sabotage)

Ostracizing behaviors

Destructive, persistent gossip

Exploitation of a known psychological

or physical vulnerability

Includes:

Incivility, Harassment, or Bullying ?

Are We Talking About…

Social mistakes/rudeness, not expressly done to affect another person

Incivility

• Not targeted toward an individual

• Rarely trigger stress in the person who experiences it

A form of discrimination

Physical or verbal conduct demonstrating hostility toward a person because of a “legally protected status”

Harassment

Age, Gender, Race, Color, Religion, Sexual Orientation, National Origin, or Disability

Repeated, intentional mistreatment of an individual by others that prevents getting work done

4x more common than harassment

Workplace Bullying

Persistence

RepetitionDuration

Defining Features

Occurs Frequently (weekly, daily)

Extends Over Long Periods Of Time (>

6mos)

Unwarranted or invalid criticism

Blame without factual justification

Treated differently than the rest of work peers

Exclusion or social isolation

Being shouted or sworn at

Public humiliation, often under the guises of ‘teasing’

Excessive monitoring or micro-managing

Being given work with unrealistic deadlines

Examples

35% of all adult Americans reported either being bullied now or at some time in their careers

Targets58% Women48% Persons with Disabilities*

40% Hispanics and African Americans

Who's Affected?

Source: US Workplace Bullying Survey (Namie, 2010)* British Survey of Workplace Bullying (Lewis, 2008)

Gender Differences

They feel threatenedThey lack a sense of controlIt is tacitly accepted in the workplace culture

Why Does Someone Bully?

Age

Parental status

Probationary work status

Family/external obligations

Being ‘different' from majority group

Personal Risk Factors

Clever, Poised & ArticulateMethods are very subtle, disguised with all the

right behaviorsBelieve the ends always justifies the means

Business SavvyProvide the appearance of successLook like super-performers to superiors (not peers)

Outwardly SuccessfulPromoted in environments that value productivity

over creativity

Portrait of a Bully

Experienced & Independent

Technically Skilled Better liked, more social skills, and greater emotional

intelligenceThey have empathy (even for their bullies)

Ethical & Honest The most easily exploited targets are people with a desire

to help, heal, teach, develop, nurture others

Non-Confrontational

Refuses To Be Subservient When targets take steps to preserve their dignity, bullies

escalate their campaigns to regain control

Portrait of a Target

Two Headed Snake• Suck up to superiors while bullying subordinates

Constant Critic• Always finds fault with someone

Screaming Mimi• Angry, inconsistent mood• Intimidates through public shaming

Gatekeeper • Micromanager• Feels need to document every little problem

Com

mon

Bu

llyin

g

Sty

les

1. Organizational ChangeMajor internal restructuringTechnological change

2. Workplace Relationships Inadequate information flow between org. levelsLack of employee participation in decision-making

Institutional Risk Factors

3. Work Systems High rate & intensity of work Staff shortages Interpersonal conflict Role ambiguityLack of policies about behavior

Institutional Risk Factors

“An employee has a 66% chance of losing

their job once targeted”

Steps and Solutions for Positive Change

What Can I Do?

Acknowledge the problem & label it

Promote resiliency through supportFocus on enhancing mental and physical health

Re-energize and regroupTake time off if necessary

Step 1: Safety First

Research legal optionsDiscrimination plays a role in 25% of cases

Document everything (no matter how small)Gather data on impact of bullying

Economic and social losses

Begin search for a new job

Step 2: Do Your Homework

Talk to your supervisor (or their supervisor) and share documentation

File a formal complaint with HRStick to the factsEstablish a timeline for investigation and response

Give the employer one chance to effect change

Step 2: Present Your Case

Establish a workplace anti-bullying policyEnforce the policy

Educate and Train Staff

Provide restorative interventions for employeesReassurance

Counseling

Step 4: Never Again

Don’t confide in coworkers unless you are absolutely sure of their loyalty

Only share documentation with HR or person you’re reporting the complaint to

Be wary of EAP counselors’ level of confidentiality (varies by organization)

Be prepared to walk away if issues aren’t resolvedDo you really want to work in that environment anyway?

Tips for Self-Protection

Workplace Bullying Institute www.workplacebullying.org

Overcoming Workplace Bullying www.overcomebullying.org

Kick Bully http://www.kickbully.com/

Resources