THE�DISTURBING�TRUTHS�ABOUT�WORKPLACE�BULLYING��

A�GUIDE�TO�STOMPING�OUT�BEHAVIORS�THAT�ARE�QUIETLY�RAVAGING�YOUR�ORGANIZATION

A�PRO�FOOTBALL�PLAYER��A�NATIONAL�TV�JOURNALIST�

These are not the caliber of professionals you might typically associate with workplace bullying. Still, the high-profile cases of Jonathan Martin

and Ann Curry rocked the public, and le� us fearing that workplace bullying was more pervasive than we thought.

Whether it’s minor slights or malicious behaviors, workplace bullying is unacceptable at any level. And it’s up to you, employers, to put a

zero-tolerance policy in place at your organization.

Use this e-book for guidance on how to do this — and reap the rewards of happy employees.

WHAT�IS�WORKPLACE�BULLYING��EXACTLY?�

The definition of bullying at work will vary considerably depending on whom you talk to. It’s o�en a gray area, but when someone feels bullied, it typically involves a pa�ern of behavior where

there is a gross lack of professionalism, consideration and respect — and that can come in various shapes and sizes. Whether it’s through intimidation, personal insults or behavior that is more

passive-aggressive, bullying can be harmful to the individual and the organization overall.

- �ROSEMARY�HAEFNER� �V ICE �PRESIDENT�OF �HUMAN�RESOURCES �AT �CAREERBUILDER

IS�WORKPLACE�BULLYING�SIGNIFICANTLY�IMPACTING�ORGANIZATIONS�TODAY?

We’d say so, given that more than 1 in 4 (28 percent) U.S. workers have reported feeling bullied at work. In fact, nearly 1 in 5 of those individuals

went on to quit their jobs as a result of bullying.

BULLIED

WHAT�CONSTITUTES�BULLYING?According to the Workplace Bullying Institute, bullying can take three main forms:�

VERBAL �ABUSE

OFFENSIVE �CONDUCT�OR�BEHAVIORS

WORK� INTERFERENCE�OR�SABOTAGE

THE�MYRIAD�FACES�OF�WORKPLACE�BULLYING

CareerBuilder asked workers to describe how they have actually have been bullied in the workplace. They said:

THEY�WERE �FALSELY�ACCUSED�OF �MISTAKES �THEY�DIDN’T �MAKE�

���

THEIR �COMMENTS �WERE � IGNORED�OR�NOT�ACKNOWLEDGED�

���

A�DIFFERENT�SET �OF �STANDARDS �OR �POLICIES �WAS �USED�FOR�THEM�

���

GOSSIP �WAS �SPREAD�ABOUT�THEM�

���

THEY�WERE�CONSTANTLY�CRIT ICIZED�BY �THE �BOSS �OR �CO-WORKERS �

���

WORKPLACE�BULLYING�KNOWS�NO�BORDERS���A new CareerBuilder survey showed that minorities and individuals with

lower incomes tend to be bullied more than others. Still, workplace bullying extends to many others within the organization, including those in

management roles and workers with a post-secondary education.

One of the most surprising takeaways from the study was that bullying impacts workers of all backgrounds regardless of race, education, income

and level of authority within an organization.

- �ROSEMARY�HAEFNER� �V ICE �PRESIDENT�OF �HUMAN�RESOURCES �AT �CAREERBUILDER

BULLYING�BREAKDOWN�BY�MINORITIES���This may not come as a huge surprise, but minorities tend to

have it a bit rougher even when it comes to workplace bullying. See the stats for yourself:

Interestingly, nearly 2 in 5 (37 percent) Caucasian males have experienced bullying in the workplace as well.

PHYSICALLY�DISABLED�WORKERS �

LGBT �WORKERS � � FEMALE �WORKERS �

AFRICAN-AMERICAN�WORKERS � HISPANIC �WORKERS �

��� ��� ���

��� ���

THE�FACE�BEHIND�THE�BULLY�Curious to know who the culprits are?

The majority (53 percent) of bullied individuals said the bully was older; just 1 in 4 indicated the bully was younger.

�A �CO-WORKER� �AN �EXECUTIVE �THE �BOSS �

��� ��� ���

STAND�UP�OR�BACK�DOWN?�Nearly half of workers who are bullied actually take action to try to stop the bullying behavior. Of those who confront the situation, 45 percent said the

bullying stopped a�erwards; 44 percent said it didn’t really make a difference; and 11 percent reported that their situation had worsened.

What’s disheartening is that about a third of bullied workers said they reported it to HR, but more than half of those

who did never saw any action taken.

�NO�DIFFERENCE�STOPPED�

���

WORSENED�

������

MORE�THAN�JUST�HURT�FEELINGS�OR�A�BRUISED�EGO��

The effects of workplace bullying can result in stress, insomnia, high blood pressure, digestive problems and post-traumatic stress disorder,

according to a CareerBuilder study.

SUFFERED�HEALTH-RELATED� ISSUES �

QUIT �THEIR �JOBS �

��� ���

BULLYING�COMES�AT�A��HIGH��PRICE���Bullying won’t just cost your employees — it’ll cost you, too. If bullying is occurring in your workplace, your organization will be at greater risk for:

HIGH�TURNOVER

DAMAGE�TO�THECOMPANY’S �REPUTATION

POTENTIAL �LEGAL �COSTS

ABSENTEEISM�ANDLOST �PRODUCTIVITY

USE�THESE�TIPS�TO�HELP�YOUR�EMPLOYEES�DEAL�WITH�WORKPLACE�BULLIES����

It’s a good idea to proactively arm your employees with a quick how-to guide that will help them if they become victims of workplace bullying themselves.

Advise them to:

KEEP �RECORD�OFALL � INCIDENTS �OF

BULLYING

CONSIDER �TALKINGTO�THE �BULLY

ALWAYS�FOCUSON�RESOLUTION

AS�AN�ORGANIZATION��TAKE�PROACTIVE�STEPS�TO�BEAT�THE�BULLIES�����

Giving your employees the resources they need to combat workplace bullying is a great first step, BUT you must also think even harder about how to create

an environment that condemns and prevents bullying in the first place.

USE�THESE�TIPS�TO�TAKE�A�PROACTIVE�STANCE�AGAINST�BULLYING�AS�A�COMPANY�

Create a zero-tolerance policy at your organization.

Foster a supportive culture.

Introduce an anti-bullying policy to employees.

Incorporate staff from all levels of your organization to help develop your policy.

Include skills to identify and deal with bullying during management training.

Spread knowledge of both the definition of workplace bullying and your organization’s policy.

Increase the perceived cost to the perpetrator.

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ABOUT�CAREERBUILDER®�Recruiting is complicated. CareerBuilder makes it easy. We understand as the economy changes, so do the needs of the businesses and individuals we serve. Whatever your situation, we’re here to empower you with the resources you need to find, hire and keep the best people. From candidates sourcing, to comprehensive, easy-to-understand workforce data, to so�ware that streamlines your recruiting process, our solutions are designed to make your recruitment strategy simple, fast and effective, so you can focus on your No. 1 asset — your people.

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