GUEST WORDS-The epidemic of bullying issues in the workplace is on the rise as a growing number of states consider legislation that would allow workers to sue for harassment that causes physical or emotional injury.
In any given workplace environment, there will be a variety of human interactions when conflict arises. The issues that precipitate a clash in attitudes and behaviors vary greatly. When a situation occurs in the workplace involving discrimination, harassment, misconduct, bullying, or a violation of company rules, what is the proper protocol?
A thorough and proper investigation is essential for maintaining a safe and productive workplace and workers must be assured that their issues are being taken seriously. Ignoring problems and failing to enforce rules sends the wrong message to workers: that the employer is indifferent to the employees and the law.
If a company does not enforce its own anti-discrimination policies and code of ethics and conduct, employees will decide that they do not have to follow the rules either. Ongoing training programs are vital to maintaining a respectful and congenial workplace environment. Managers must be proactive and quick to address problems. They should take action early and not allow problems to go un-checked and become serious legal issues. The employer can be held legally responsible for any harm that employees have suffered and the result can create bad publicity for the company and discourage business.
HIDDEN ATROCITIES…BULLYING TACTICS
Many victims suffer serious health problems as a result of cruel treatment, malicious gossip, rumors, verbal abuse, character assassination, psychological harassment, and cyber-bullying. The cold wind of discrimination and harassment dehumanizes the victim and diminishes a person’s overall quality of life. Ignoring prejudice to appease people who feel they have a right to discriminate creates a hostile and detrimental work environment with many negative and financial repercussions for corporations. In 2011, the cost of workplace discrimination and harassment for corporations totaled more than $346 million. With the passage of anti-bullying laws, corporations will be mandated to implement polices that protect workers from an abusive work environment.
Educating a workforce on how to behave in the workplace requires awareness, education, direct and concise intervention, and prevention.
Diversity training, conflict management, and mediation demands rigorous oversight. Ongoing mediation is needed to resolve conflicts and provide a means for all parties to discuss the situation and incorporate rules of conduct at work. Creating a healthy balance between maintaining good employee relations and fulfilling business objectives makes a company dynamic and productive while preserving the dignity of all. Decorum and civility must be the model for professional behavior in the workplace.
In some cases, a general complacency, avoidance, and denial of issues continue unaddressed because of an existing institutionalized bias. Confronting a constricted awareness in corporate cultures with regard to racism, sexism, sexual orientation, gender expression and identity, ageism, and religion requires a generational shift in attitude and behavior, beginning with upper and middle management. Corporate integrity suffers when a company refuses to address problems by denying that they exist. In these situations, denial can result in failure, loss of revenue, litigation, and boycotts.
Upholding a positive corporate spirit and avoiding damage to the company image has tremendous value and is vital to consumer confidence.
Companies know that it is in their best interest to build positive relationships with their workers. If co-workers get along well with one another, the company benefits through improved morale and increased productivity. Retaining a neutral counselor can often be the best solution for management and employees who are seeking assistance for conflict issues.
There is a valid and urgent need to increase problem-solving capabilities and, in many situations, provide intervention through a mediator to promptly and effectively resolve workplace disputes by bringing issues affecting those involved to the table and by being proactive in fostering a cooperative work environment. The active involvement of everyone can result in positive change and transform a corporation into a 21st century progressive innovator.
Corporations have the power to bring about change in our society and make the world a better place.
(Jon von Lingner is a Mediator in Conflict Resolution specializing in workplace disputes.)
-cw
CityWatch
Vol 12 Issue 7
Pub: Jan 24, 2014
