Workplace Harassment, Bullying & Violence
Alberta’s Occupational Health and Safety legislation as well as those of most other jurisdictions have identified harassment (which includes bullying) and violence as safety hazards and harm from which employers must protect their employees.
Legislation aside, workplace harassment, bullying, and violence can stem from, and more importantly can result in detrimental and long-term effects including trauma, depression, anxiety as well as other serious physical and psychological harm for all parties impacted, be they the receiver, witness/bystander, or the perpetrator of the harassment, bullying, and violence. More broadly, workplace harassment and bullying poisons relationships and the work environment, and the consequences may include distress in the workplace, increase in the rates of illness and injuries, relational distrust and dysfunction, drop in productivity, legal implications, costly resolution efforts, and the loss of valuable employees.
Insight partners with Alberta Bullying Research, Resources, and Recovery Centre to deliver critical workplace harassment, bullying, and violence intervention and prevention services.
HOW WE CAN HELP YOU:
- Training and Coaching
- Trauma/Therapeutic Intervention, Recovery, and Support for Affected Parties
- Problem/Case Consultation, Intervention, and Containment
- Complaint Investigation and Resolution
- Psychological Safety Assessment and Program Development
- Policy/Process Audit and Development
OUR PEOPLE, YOUR ADVANTAGE: Services in this domain are headed by leading and sought-after experts in the field, with extensive experience helping employers deal with harassment and bullying issues/cases as well as working with impacted individuals in their repair, recovery, and restoration process. As well, Insight maintains an active roster of highly experienced employment and human rights lawyers who can provide legal assistance to you when needed.
Let us help and support you. For additional details of our services, click on the following or contact us today.
We can help to enhance managers’ and employees’ understanding and skills to recognize, address and prevent harassment, bullying, and violence in the workplace.
We provide custom, half-day, full-day or multi-day workshops, presentations, as well as 45 to 60-minute Lunch and Learn sessions on the following subjects. Sessions can be facilitated at a worksite, off site or at our Insight South Edmonton Service Centre:
- Understanding, addressing, and preventing workplace harassment, bullying, and violence – general and management-specific training.
- CUSTOMIZED TOPIC: Insight can work with you to develop a learning topic and session that fits your needs.
We also provide one-on-one and small team coaching to management and frontline personnel. Coaching sessions are intended to equip individuals and teams with knowledge and skills to understand and address following:
- Tactics and behaviours of harassment and bullying.
- Dynamics, causes, risks and broader impact of harassment, bullying, and violence.
- Strategies and approaches to prevent workplace harassment and bullying.
- Strategies and approaches to effectively deal with situations/concerns of workplace harassment and bullying brought forward by another or encountered by one’s self.
- Policies, processes, and practices to manage/mitigate concerns or cases of workplace harassment and bullying.
- Responses and provisions to support the repair, recovery, and restoration of individuals who have experienced trauma and/or other physical and psychological effects of harassment and bullying – be that receivers, witnesses/bystander, or perpetrators of workplace harassment, bullying, and violence.
Workplace harassment, bullying, abuse, and violence can result in trauma, depression, anxiety and/or other serious psychological and physical effects on not only the receiver and witness/by-stander of the deeds but also the perpetrator, who may also have pre-existing psychological and medical issues.
Our therapists can assess the types and extent of psychological harm and/or trauma experienced by an impacted individual as well as provide them with targeted therapeutic intervention and other appropriate repair, recovery, and restoration support that may be needed. Where appropriate, our medical partners can assess existing medical and biological conditions that may have affected an individual’s (e.g. the perpetrator’s) behaviours and actions as well as provide them with targeted medical interventions and support.
Should you have a concern, crisis or case involving harassment, bullying and/or violence with employees, customers, or other stakeholders, prompt action can and should be taken. We can help you to effectively address an actual or potential workplace harassment, bullying, and violence concern or case before it escalates and causes further damage or harm. Organizations are obligated under Occupational Health and Safety legislation in many jurisdictions to investigate and address any incident or complaint of harassment or violence in the workplace.
Immediate and direct intervention may be needed in some circumstances while others may require less drastic follow-up actions and changes. We can assist you in assessing the extent, risk, and impact of the concern/crisis as well as in determining the best course of actions to mitigate the situation, address the problem, and ensure that those impacted get the therapeutic intervention they need.
Employers are obligated under Occupational Heath and safety legislation in many jurisdictions to investigate and address any incident or complaint of harassment or violence in the workplace.
Our seasoned investigators have extensive experience and expertise in workplace investigations, including specialization in the investigation of cases involving workplace harassment, bullying, and violence. We can assist you in conducting a thorough and objective investigation of a workplace harassment, bullying, and violence complaint as well as work with you to achieve an appropriate resolution of the complaint.
Bringing in a seasoned external investigator to independently conduct or assist in the investigation of such a case can provide an increased degree of objectivity and credibility to the investigation. Employees would also be further assured of their organization and managers’ intention to investigate and address their complaint in a professional and unbiased manner.
Are your managers and employees feeling psychologically safe?
We can assist you in:
- conducting a comprehensive assessment of the state of psychological safety in your workplace as well as of the types of psychological safety risks that may be present in your workplace,
- addressing immediate and key concerns found, and
- developing and implementing appropriate psychological safety and wellness initiatives/programs, including components of the National Standard of Canada for Psychological Health and Safety in the Workplace.
Psychological safety describes individuals’ perceptions about the consequences of interpersonal risk taking in their work environment (Prof. Amy Edmondson, 1999). It has been defined as “being able to show and employ one’s self without fear of negative consequences of self-image, status or career” (Prof. William Kahn, 1990). Feeling psychologically unsafe would mean that one may believe/worry/fear that they or someone on the team could be punished or humiliated for asking a question, seeking feedback or assistance, admitting a mistake, proposing a new idea, or simply being and expressing one’s self. Harassment, bullying, abuse, and violence contributes directly to employees feeling psychologically unsafe at their workplace.
Research finds psychological safety to be the key driving force behind employee engagement and productivity as well as one of the most important traits of a high-performing team. Employees need to feel safe to be themselves, express their thoughts and feelings, admit their mistakes, or ask for assistance before they can be and feel engaged at work. Psychological safety is also critical for employees’ ongoing creativity and effectiveness.
Our associates can assist you in evaluating as well as upgrading your existing policies, procedures, and practices to ensure:
- Compliance with relevant legislation.
- Controls, provisions, and communication system are in place to report on, address, and prevent workplace harassment, bullying, and violence.
- Clarity of position roles and accountabilities in preventing and managing issues of workplace harassment, bullying, and violence.
- Appropriate risk assessment and correction system is in place.
- Robust complaint investigation and resolution process is in place.
- Monitoring and response mechanism is in place to maintain psychological safety in the work environment, workplace relationships, employee management, communication, and key human resource functions.
- Impact and effectiveness measures are in place.
Such policies, procedures, and practices could cover the functions of general supervision, communication, recruitment and selection, performance management, benefits and provisions, occupational health and safety, worker’s compensation provisions, complaint resolution, discipline and termination, and various aspects of employee relations.
Associates that can help:
Communications, Harassment and Bullying, Mental health issues, Psychological Safety, Trauma, Work Relationships, Workplace Wellness
Harassment and Bullying, Leadership Development, Psychological Safety, Work Relationships, Workplace Investigations, Workplace Violence
Critical Incident Response, Grief and Loss, Harassment and Abuse, Leadership Development, Not-for-profit Management, Psychological Safety, Small Business Management, Work Performance
Critical Incident Response, Grief and Loss, Harassment and Abuse, Mental health issues, PTSD, Psychological Safety, Work Relationships, Workplace Wellness