Addressing Workplace Bullying: Understanding Its Impact and Solutions

I've seen first-hand the profound impact that workplace bullying can have on both individuals and organisations. While this issue affects both genders, certain workplace dynamics and role stereotypes can make women, particularly those in roles such as Executive Assistants (EAs) and Personal Assistants (PAs), more vulnerable to this pervasive problem.

What is Workplace Bullying?

Workplace bullying is defined as repeated, health-harming mistreatment of one or more persons by one or more perpetrators. It includes behaviour that is intimidating, humiliating, or threatening.

According to a study by the Chartered Institute of Personnel and Development (CIPD), 15% of UK employees have experienced bullying at work in the last three years. The impact of such behaviour is profound, leading to decreased job satisfaction, (personal) mental health issues, and reduced productivity, to name a few!

While both men and women can be targets of workplace bullying, women often face unique challenges. The Trades Union Congress (TUC) reports that nearly one in three women have experienced workplace bullying, compared to one in five men. This disparity can be attributed to several factors, including gender stereotypes and the roles women are often assigned.

Let us look at our industry.

Executive Assistants and Personal Assistants are roles predominantly occupied by women. These positions, while crucial to organisational success, are often undervalued and misunderstood and the hierarchical nature of these roles can make EAs and PAs particularly susceptible to bullying from higher-ups who misuse their authority and assert inappropriate behaviours.

Personal Experience: A Diet Book as a Leaving Present

In my career as a C-Suite EA and EA Team Manager, I encountered workplace bullying in a very personal and demeaning form.

On my last day at a previous organisation, I was gifted a 'diet book' as a leaving present.

This was not only inappropriate but also a clear example of subtle bullying disguised as a gesture of goodwill. Now, I am a very robust personality with little time for those who I do not believe work with integrity and morals, so whilst the incident was manufactured to purposefully be humiliating, I truly was not impacted by it. However, it highlights how bullying can take various forms, from overt aggression to covert, insidious actions.

Statistics on Workplace Bullying for Women

The statistics surrounding workplace bullying and its impact on women are alarming:

• UK Statistics: According to the TUC, 29% of women have experienced workplace bullying, compared to 20% of men.
• Global Perspective: A survey by the International Labour Organisation (ILO) found that 8% of women reported having been bullied at work in the past year, compared to 5% of men.
• Role-Specific Data: Research from the Executive Assistants Organisation (EAO) indicates that over 40% of EAs and PAs have experienced bullying at some point in their careers.

In our efforts to combat workplace bullying, we have recently been working with Bonnie Low-Kramen (previous celebrity EA, international EA trainer, American author and TEDx speaker), known for her mission to 'stand up to the bullies.'

Bonnie's work is instrumental in shedding light on this issue and providing practical solutions. Her latest book, *Staff Matters*, is a comprehensive exploration of workplace bullying and offers valuable insights and strategies for creating a bully-free workplace. (It is worth a read)!

Inspired by Bonnie's approach, here are some strategies that I believe can help organisations address and prevent workplace bullying:

1. Education and Training: Regular training sessions to educate employees about what constitutes bullying, its impact, and how to report it.
2. Clear Policies: Establishing clear anti-bullying policies that define unacceptable behaviours and outline the consequences of such actions.
3. Support Systems: Providing support systems such as counselling services and confidential reporting mechanisms for those affected by bullying.
4. Leadership Accountability: Encouraging leaders to model respectful behaviour and holding them accountable for maintaining a healthy work environment.
5. Empowerment Programs: Implementing programs that empower vulnerable groups, such as EAs and PAs, by providing them with resources and support to stand up against bullying.

Workplace bullying is a critical issue that affects productivity, employee well-being, and overall organisational health. While it impacts both genders, women in certain roles, such as Executive Assistants and Personal Assistants, are particularly vulnerable.

By taking inspiration from leaders (like Bonnie), and implementing comprehensive education and training programs, we can create a workplace culture that is respectful, inclusive, and free from bullying, FOR EVERYONE.