Charter's aim to stop bullying

One of the most useful outcomes of the recent Report of the Task Force on the Prevention of Workplace Bullying is its practical suggestions.

Chapter five Practical Programmes and Strategies to Prevent Workplace Bullying outlines the need for the commitment of people in the workplace to respect each person's human dignity.

For a workplace to be effective, there should be an explicit commitment to the provision of a "workplace free from bullying".

The definition of workplace bullying proposed by the task force focuses on "repeated inappropriate behaviour" which "could reasonably be regarded as undermining the individual's right to dignity at work".

"Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual's right to dignity at work.

"An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a once-off incident is not considered to be bullying."

The report suggests organisations and businesses should adopt a "Dignity at Work Charter". The charter "must have support from the highest levels in the organisation and the commitment of staff". Trade unions should be asked to support the charter.

Permanent and temporary workers should receive a copy of the charter. The issue of workplace bullying should be raised when recruiting, during training, in staff bulletins and at any other appropriate forum. Specific company policy and procedures on bullying should be introduced, says the report.

The objectives of the Dignity at Work Charter are to:

create and maintain a positive work environment where each individual's right to dignity at work is recognised and protected;

prevent workplace bullying;

raise awareness of, and deepen commitment to, the principles of the charter, a copy of which should be distributed to all staff;

put in place training initiatives on workplace bullying;

ensure that complaints of bullying are dealt with "seriously, expeditiously and fairly", providing a "fair and effective procedure for resolving complaints".

A sample single A4-sized Dignity at Work Charter is included in the report. It outlines principles, objectives, a declaration and a notice that "nothing in this Charter overrules a person's legal and statutory rights".

The principles section outlines the "core employment value" of ensuring that each individual is "guaranteed a working environment" recognising the "right to be treated with dignity both by management and work colleagues". It includes an explicit commitment "to provide a workplace free from bullying".

The objectives in the sample charter are to:

create and maintain a positive working environment that recognises the right of each individual to dignity at work

ensure that all individuals are aware of and committed to the principles set out in this charter.

The sample charter concludes with a declaration whereby the people in the organisation or workplace commit to working together to encourage and support dignity at work. "All who work here are expected to respect the right of each individual to dignity in their working life. All will be treated equally and respected for their individuality and diversity. Bullying in any form is not accepted by us and will not be tolerated."

On the creation of an anti-bullying policy, the task force recommends that "each organisation or workplace should immediately develop a separate and specific policy on workplace bullying".

An effective anti-bullying policy requires a working environment where bullying is "actively discouraged". This involves "the training of management in social skills including communication, conflict resolution, leadership, stress management and team building".

Policies need to be audited regularly for their effectiveness. Moreover, "all organisations need clear and effective step by step procedures for dealing with complaints of workplace bullying".

New employees "must be apprised of company policy on bullying during their first induction".

The policy should be "transparent and precise", born of a consultative process between staff and management where possible. "This policy should be in writing, dated and signed by those involved in the consultation process, or their representatives. The policy should be brief but should be comprehensive, easy to follow and designed to suit the individual requirements of the organisation."

Dignity at Work: The Challenge of Workplace Bullying, the Report of the Task Force on the Prevention of Workplace Bullying, costs £5 (€6.35). It is available from the Government Publications Sale Office, Molesworth Street, Dublin 2. Telephone: 01 661 3111.

jmarms@irish-times.ie