Workplace resources for

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Employee

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Manager

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Small business owner

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Take action

rights 

Rights and responsibilities

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Create an action plan

training 

Training and resources

    • Ensure senior leaders are committed to a workplace that does not tolerate unacceptable behaviours and deals with reports of bullying in a confidential, fair and timely manner
    • Consultation with workers to create and promote a mentally healthy workplace
    • Setting a zero-tolerance approach through a workplace bullying policy that establishes guidelines for employees to lodge complaints and have their claims investigated, and a clear process to resolve disputes through conciliation.
    • Develop productive and respectful workplace relationships through good management practices and effective communication.
    • Ensure all leaders within the business are given appropriate training to recognise the signs of bullying, feel confident in enforcing the business’s anti-bullying policies, and understand that ignoring bullying behaviour will not be tolerated.
    • Include bullying and harassment information in workplace induction programs.
    • Design safe systems of work by clearly defining jobs and providing workers with resources, information and training they need to carry out their work safely.
    • Provide regular and respectful performance feedback.
    • Continually monitoring and refining strategies to reflect relevant organisational and social changes. Think about how you’ll monitor your progress. The ways in which bullying claims are handled, levels of sick leave, and gauging staff morale and engagement through consultation, surveys or exit interviews are all good indicators. Also review the effectiveness of actions taken to prevent workplace bullying.
  • Encourage employees to come forward if experiencing bullying or seeing this type of behaviour to their managers or HR and communicate this to employees through newsletters, staff meetings, communications around the office, or in-house or online training sessions.