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February 28, 2012
SHRM Survey Findings: Workplace Bullying
Workplace Bullying ©SHRM 2012 2
Definitions
Workplace bullying: Persistent, offensive, abusive, intimidating or insulting behavior or unfair actions directed at another individual, causing the recipient to feel threatened, abused, humiliated or vulnerable. Workplace bullies and targets may be employees, clients or vendors of the affected organization.
Target: The person toward whom the bullying behavior is directed.
Workplace Bullying ©SHRM 2012 3
Key Findings
Are organizations experiencing workplace bullying? About one-half (51%) of organizations reported that there had been incidents of bullying in their workplace. Compared with two years ago, most organizations indicated that incidents of bullying had either stayed the same (48%) or decreased in frequency (34%), while 18% reported an increase in frequency of bullying.
Which bullying behaviors are most common? Among organizations that experienced incidents of bullying, nearly three-quarters (73%) reported verbal abuse, three out of five (62%) reported malicious gossiping and/or spreading lies/rumors about workers, and one-half (50%) reported threats or intimidation.
Do HR professionals experience bullying? About one-quarter (27%) of HR professionals reported having been bullied in the workplace. Of those who had been bullied, more than one-half (57%) had reported their experiences to someone in the organization.
What are the outcomes of workplace bullying? The three most common outcomes of bullying incidents that organizations experienced were decreased morale (68%), increased stress and/or depression levels (48%) and decreased trust among co-workers (45%).
Workplace Bullying ©SHRM 2012 4
Incidents of Bullying in the Workplace
Policies and Prevention/Awareness Training
Response to Incidents
HR’s Responsibility
Typical Reporting Channels/Mechanisms
Bullying Behaviors and Targets
Outcomes of Bullying
Workplace Bullying
Workplace Bullying ©SHRM 2012 5
Has your organization ever experienced an incident of workplace bullying?
Yes, 51%
No, 49%
Note: n = 265. Respondents who answered “don’t know/not sure” were excluded from this analysis.
Workplace Bullying ©SHRM 2012 6
Has your current organization ever experienced an incident of workplace bullying?
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (38%)100 to 499 employees (42%)
500 to 2,499 employees (71%) Larger organizations > smaller organizations
Comparisons by organization staff size
Larger organizations (500 -2,499 employees) are more likely to have experienced an incident of workplace bullying than smaller organizations (1-499 employees).
Workplace Bullying ©SHRM 2012 7
Compared with two years ago, have incidents of workplace bullying in your organization...?
Increased in frequency Stayed the same Decreased in frequency
18%
48%
34%
Note: n = 105. Respondents who answered “not sure/don’t know” were excluded from this analysis. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question.
Workplace Bullying ©SHRM 2012 8
Does your organization have a formal (written, documented) workplace bullying policy?
Yes, we have a separate workplace bullying policy
No, but we plan to put a formal workplace bullying policy in place in the next 12 months
Yes, our workplace bullying policy is part of another workplace policy
No, and we have no plans to put a workplace bullying policy in place
3%
13%
40%
44%
n = 400
Workplace Bullying ©SHRM 2012 9
How is your organization’s workplace bullying policy communicated to employees?
Other
Through bullying prevention training
By e-mails from HR or management
During staff meetings
Through training not dedicated solely to bullying prevention
On the company intranet or website
In the company code of conduct
During employee orientation
In the employee handbook
1%
2%
3%
6%
8%
9%
18%
25%
28%
Note: n = 166. Only respondents whose organizations had a workplace bullying policy were asked this question.
Workplace Bullying ©SHRM 2012 10
How is your organization’s workplace bullying policy communicated to employees?
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (8%) 2,500 to 24,999 employees (45%) Larger organizations > smaller organizations
Comparisons by organization staff size
Larger organizations (2,500-24,999 employees) are more likely than smaller organizations (1-99 employees) to communicate their workplace bullying policy through the company intranet or website.
Publicly owned for-profit organizations
Privately owned for-profit organizations Differences based on organization sector
52% 13% Publicly owned for-profit > privately owned for-profit
Comparisons by organization sector
Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to communicate their workplace bullying policy through the company intranet or website.
Privately owned for-profit organizations are more likely than publicly owned for-profit organizations to communicate their workplace bullying policy in the employee handbook.
Publicly owned for-profit organizations
Privately owned for-profit organizations Differences based on organization sector
56% 91% Privately owned for-profit > publicly owned for-profit
Workplace Bullying ©SHRM 2012 11
To what employees does your organization provide bullying prevention and/or awareness training?
Other (n = 204)
Executive-level employees (CEO, CFO, etc.) (n = 318)
Nonmanagement-level employees (n = 333)
Management-level employees (n = 335)
HR staff (n = 332)
8%
28%
28%
34%
35%
Note: Respondents who answered “not applicable” were excluded from this analysis.
Workplace Bullying ©SHRM 2012 12
To what employees does your organization provide bullying prevention and/or awareness training?
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (23%)100 to 499 employees (21%)
25,000 or more employees (60%) Larger organizations > smaller organizations
Comparisons by organization staff size
Larger organizations (25,000 or more employees) are more likely than smaller organizations (1-499 employees) to provide bullying prevention and/or awareness training to nonmanagement employees.
Workplace Bullying ©SHRM 2012 13
How does or would your organization respond to alleged perpetrators of bullying?
Other
Outsource the investigation to a third party
Demotion
Paid administrative leave
Mandatory anger management training
Reassignment to another department or area
Probation
Mandatory counseling
Termination (zero-tolerance)
Suspension
Referral to an EAP or counseling
Performance improvement plan
Written warning
Internal investigation
Response depends on the specific circumstances
5%
2%
3%
3%
5%
7%
10%
11%
13%
17%
24%
27%
40%
65%
76%
Note: n = 305. Respondents who answered “N/A, the organization typically does not respond to allegations of bullying and/or has not had any reported incidents of bullying” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012 14
How does or would your organization respond to alleged perpetrators of bullying?
Privately owned for-profit organizations Government agencies Differences based on organization sector
2% 13% Government > privately owned for-profit
Comparisons by organization sector
Government agencies are more likely than privately owned for-profit organizations to respond to allegations of bullying by placing an alleged perpetrator on paid administrative leave.
Workplace Bullying ©SHRM 2012 15
Who is responsible for handling the organization’s response to workplace bullying?
Other
A workplace bullying/workplace violence committee
The security department
Legal counsel
The target worker’s immediate supervisor
The bullying worker’s immediate supervisor
Executive-level staff
Management-level staff
The HR department/function
2%
1%
7%
14%
16%
20%
28%
46%
87%
Note: n = 316. Respondents who answered “N/A, no set responsibility” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012 16
Who is responsible for handling the organization’s response to workplace bullying?
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (3%)2,500 to 24,999 employees (20%)25,000 or more employees (25%)
Larger organizations > smaller organizations
Comparison by organization staff size
Larger organizations (2,500 or more employees) are more likely than smaller organizations (1-99 employees) to report that legal counsel is responsible for handling the organization’s response to workplace bullying.
Workplace Bullying ©SHRM 2012 17
Who is responsible for handling the organization’s response to workplace bullying? (continued)
Publicly owned for-profit organizations
Privately owned for-profit organizations Government agencies Differences based on organization
sector
93% 91% 65%Publicly owned for-profit, privately owned for-profit > government
Comparisons by organization sector
Publicly owned for-profit organizations and privately owned for-profit organizations are more likely than government agencies to report that the HR department/function is responsible for handling the organization’s response to workplace bullying.
Government agencies are more likely to report that legal counsel is responsible for handling the organization’s response to workplace bullying compared with privately owned for-profit organizations.
Privately owned for-profit organizations Government agencies Differences based on organization sector
10% 30% Government > privately owned for-profit
Government agencies are more likely to report that the security department is responsible for handling the organization’s response to workplace bullying compared with privately owned for-profit organizations.
Privately owned for-profit organizations Government agencies Differences based on organization sector
4% 17% Government > privately owned for-profit
Workplace Bullying ©SHRM 2012 18
To what extent does your current organization:
Conduct regular bullying prevention/awareness training and orientation programs? (n = 333)
Monitor bullying behavior? (n = 336)
Have a commitment to preventing/reducing bullying in the workplace? (n = 337)
Have a "safe" system for reporting bullying? (n = 330)
Have a grievance process for investigating and addressing allegations of bullying? (n = 336)
57%
37%
19%
25%
22%
17%
19%
13%
13%
12%
16%
31%
33%
24%
26%
9%
13%
35%
39%
40%
Not at all To a slight degree To some degree To a large degree
Note: Respondents who answered “not applicable” were excluded from this analysis. Percentages do not total 100% due to rounding.
Workplace Bullying ©SHRM 2012 19
In your opinion as an HR professional, to what extent should it be HR’s responsibility to step in (to investigate, document, discipline, etc.) when bullying is reported or suspected in the workplace?
Not at all To a slight degree To some degree To a large degree
1% 2%
20%
77%
n = 338
Workplace Bullying ©SHRM 2012 20
Through what channels or to whom within your organization are incidents of bullying typically reported?
Other
Board of directors
The security department
Union representative
CEO, president or owner
Hotline or other reporting system
The employee relations representative within HR
Other management-level staff (nonexecutive)
Executive-level staff (excluding the CEO)
The bullying employee’s direct supervisor
The target employee’s direct supervisor
The HR department/function head
2%
1%
2%
6%
14%
18%
19%
25%
27%
40%
50%
89%
Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012 21
Through what channels or to whom within your organization are incidents of bullying typically reported?
Small organizations Large organizations Differences based on organization staff size
100 to 499 employees (18%) 25,000 or more employees (71%) Larger organizations > smaller organizations
Comparisons by organization staff size
Larger organizations (25,000 or more employees) are more likely than smaller organizations (100-499 employees) to typically report incidents of bullying to other management-level staff (nonexecutive).
Smaller organizations (1-99 employees) are more likely than larger organizations (500-2,499 employees) to typically report incidents of bullying to the CEO, president or owner.
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (29%) 500 to 2,499 employees (6%) Smaller organizations > larger organizations
Larger organizations (25,000 or more employees) are more likely than smaller organizations (1-99 employees) to typically report incidents of bullying through a hotline or other reporting system.
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (4%) 25,000 or more employees (71%) Larger organizations > smaller organizations
Workplace Bullying ©SHRM 2012 22
Through what channels or to whom within your organization are incidents of bullying typically reported? (continued)
Small organizations Large organizations Differences based on organization staff size
100 to 499 employees (3%) 25,000 or more employees (29%) Larger organizations > smaller organizations
Comparisons by organization staff size (continued)
Larger organizations (25,000 or more employees) are more likely than smaller organizations (100-499 employees) to typically report incidents of bullying to the security department.
Publicly owned for-profit organizations
Privately owned for-profit organizations Differences based on organization sector
13% 1% Publicly owned for-profit > privately owned for-profit
Comparisons by organization sector
Publicly owned for-profit organizations are more likely to typically report incidents of bullying to the security department compared with privately owned for-profit organizations.
Workplace Bullying ©SHRM 2012 23
Which of the following bullying behaviors have occurred in your workplace?
Other
Physical assaults
Use of technology for bullying (bullying behaviors occurring via e-mail, text messages, Twitter, Facebook, etc.)
Unjustified interference with work performance (e.g., withholding resources or information, hiding or destroying documents, etc.)
Abuse of authority (e.g., giving unduly negative appraisals, denying opportunities, giving unreasonable or menial assignments, etc.)
Aggression
Unduly harsh or constant criticism
Ignoring or excluding workers
Cruel comments or teasing, such as about appearance or lifestyle (e.g., insulting workers’ habits, attitudes or private lives)
Threats or intimidation
Malicious gossiping and/or spreading lies/rumors about workers
Verbal abuse, including shouting, swearing, name calling or malicious sarcasm
1%
16%
19%
25%
36%
38%
41%
43%
47%
50%
62%
73%
Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012 24
Which of the following bullying behaviors have occurred in your workplace?
Small organizations Large organizations Differences based on organization staff size
1 to 99 employees (4%)100 to 499 employees (10%)
25,000 or more employees (71%) Larger organizations > smaller organizations
Comparisons by organization staff size
Larger organizations (25,000 or more employees) are more likely than smaller organizations (1 -499 employees) to have experienced use of technology for bullying (bullying behaviors occurring via email, text messages, Twitter, Facebook, etc.).
Privately owned for-profit organizations
Nonprofit organizations Government agencies Differences based on organization
sectors
56% 19% 71%Government, privately owned for-profit >
nonprofit
Comparisons by organization sector
Government agencies and privately owned for-profit organizations are more likely to have experienced cruel comments or teasing, such as about appearance or lifestyle, compared with nonprofit organizations.
Workplace Bullying ©SHRM 2012 25
What relationships have been involved in reported incidents of bullying in your organization?
Other
Employee directed at Board member
Consultant directed at employee
Employee directed at consultant
Board member directed at employee
Client directed at employee
Employee directed at client
Employee directed at supervisor
Supervisor directed at employee
Employee directed at peer (i.e., same or similar level employee)
3%
1%
3%
3%
4%
8%
9%
37%
56%
82%
Note: n = 127. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012 26
What has your organization experienced as outcomes of the bullying incident(s)?
Other
Actual escalation to violent incidents in the workplace
Complaints about decreased trust in HR
Increased reported concerns about work/life balance
Increased reported concerns about violent incidents in the workplace
Increased absenteeism
Complaints about decreased trust in management
Increased turnover
Decreased productivity
Complaints about decreased trust among co-workers
Complaints about increased stress and/or depression levels
Complaints about decreased morale
2%
3%
8%
12%
16%
23%
37%
38%
42%
45%
48%
68%
Note: n = 104. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Respondents who answered “N/A, not aware of any effects or outcomes” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012 27
What has your organization experienced as outcomes of the bullying incident(s)?
Privately owned for-profit organizations Nonprofit organizations Differences based on organization sector
41% 77% Nonprofit > privately owned for-profit
Comparisons by organization sector
Nonprofit organizations are more likely than privately owned for-profit organizations to report experiencing complaints about increased stress and/or depression levels as a result of workplace bullying incidents.
Workplace Bullying ©SHRM 2012 28
Workplace Bullying Targeted at HR Professionals
Incidents of Bullying
Perpetrators
Incident Reporting
Workplace Bullying ©SHRM 2012 29
Have you ever been bullied in the workplace in your role as an HR professional?
Yes, 27%
No, 73%
n = 332
Workplace Bullying ©SHRM 2012 30
By whom were you targeted?
Other
Client
Board of directors
CEO, president or owner
Another HR employee other than my supervisor
My supervisor within the HR department
Management-level staff (nonexecutive)
Non-HR employee
Executive-level staff (excluding the CEO)
2%
1%
3%
13%
16%
17%
24%
29%
32%
Note: n = 90. Only respondents who had been a target of workplace bullying in their role as an HR professional were asked this question. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012 31
Did you report your experiences to anyone in the organization?
Yes, 57%
No, 43%
Note: n = 90. Only respondents who had been a target of workplace bullying in their role as an HR professional were asked this question.
Workplace Bullying ©SHRM 2012 32
What was the level of the person(s) in the organization to whom you reported the incident(s)?
Other
Board of directors
Another HR employee other than my supervisor
Non-HR employee
CEO, president or owner
Management-level staff (nonexecutive)
Executive-level staff (excluding the CEO)
My supervisor within the HR department
8%
2%
4%
4%
18%
22%
28%
38%
Note: n = 50. Only respondents who had reported being a target of workplace bullying in their role as an HR professional were asked this question. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012 33
Demographics
Workplace Bullying ©SHRM 2012
Demographics: Organization Industry
34
Manufacturing 22% Health care and social assistance 12% Professional, scientific and technical services 12% Finance and insurance 10% Educational services 8% Transportation and warehousing 6% Public administration 6% Retail trade 5% Construction of buildings; heavy and civil engineering construction; specialty trade contractors 4% Accommodation and food services 3% Wholesale trade 3% Administrative and support and waste management and remediation services 3% Religious, grant-making, civic, professional and similar organizations 3% Mining 3% Arts, entertainment, and recreation 2% Real estate and rental and leasing 2% Utilities 2% Agriculture, forestry, fishing and hunting 2% Information, publishing industries 1% Management of companies and enterprises 1% Repair and maintenance 1% Personal and laundry services 0% Private households 0% Other services except public administration 12%
Note: n = 326. Percentages do not total 100% due to multiple response options.
Workplace Bullying ©SHRM 2012
Demographics: Organization Sector
Government sector
Publicly owned for-profit organization
Nonprofit organization
Privately owned for-profit organization
8%
15%
20%
57%
35
n = 322
Workplace Bullying ©SHRM 2012
Demographics: Organization Staff Size
25,000 or more employees
2,500 to 24,999 employees
500 to 2,499 employees
100 to 499 employees
1 to 99 employees
5%
15%
20%
36%
23%
36
Note: n = 319. Percentages do not total 100% due to rounding.
Workplace Bullying ©SHRM 2012
Demographics: Other
37
U.S.-based operations only 77%
Multinational operations 24%
Single-unit company: A company in which the location and the company are one and the same.
34%
Multi-unit company: A company that has more than one location. 66%
Multi-unit headquarters determines HR policies and practices 49%
Each work location determines HR policies and practices 4%
A combination of both the work location and the multi-unit headquarters determine HR policies and practices
47%
Is your organization a single-unit company or a multi-unit company?
Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?
Does your organization have U.S.-based operations (business units) only or does it operate multinationally?
n = 327 n = 331
n = 226
Corporate (company wide) 64%
Business unit/division 18%
Facility/location 18%
n = 226
What is the HR department/function for which you responded throughout this survey?
Note: Percentages may not total 100% due to rounding.
Workplace Bullying ©SHRM 2012
SHRM Survey: Workplace Bullying
Response rate = 15%
Sample composed of 401 randomly selected HR professionals from SHRM’s membership
Margin of error +/- 5%
Survey fielded May 9-27, 2011
38
Methodology
For more poll findings, visit www.shrm.org/surveys
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