Dealing with remote bullying in the workplace

Lockdown saw many people having to work remotely and although there are some key benefits to working from home, it isn't without its troubles. Just because we aren't in physical contact with our bosses and colleagues, doesn't mean that bullying in the workplace has gone away.

Toxic behaviour, offensive language and threatening attitudes can still reach people remotely, whether that's via email, video calls or social media and when the bullying is coming from colleagues rather than strangers or acquaintances, it's not so easy to cut it off.

What is remote bullying

Remote bullying comes in many forms and sometimes you might not even realise that it's bullying behaviour, even though it has a profound effect on your mental health. If you've experienced any of the below, then you should think about whether you may have been on the receiving end of bullying.

• Being excluded from social events, meetings, or important decision making
• Offensive or intimidating language
• Sexual or gender harassment
• Gossip
• Colleagues or management persistently criticising your work

This kind of bullying behaviour, even when it's done remotely, can have a serious effect on your mental health. Over time, it could start to affect your sleep patterns. Perhaps you're suffering from insomnia because you're feeling stressed or anxious and replay situations or conversations over in your mind. Or maybe the constant worry is causing you to have headaches and your self-confidence is at an all-time low.

Any form of bullying needs to be nipped in the bud. But it's not always that simple as you might fear that reporting the behaviour could lose you your job or create even more animosity among colleagues. A study carried out by Harvard Business Review prior to covid-19 found that 52% of remote workers felt excluded from decision making and that their colleagues were lobbying against them. While this was carried out by an American organisation, it is likely that following the recent large rise in homeworking in the UK, a similar study carried out in the UK would have similar findings. If you think you are being remotely bullied, ACAS has some helpful information on dealing with bullying and other problems at work. 

How to address bullying in the workplace

There are several ways for both the victim and the company to deal with workplace bullying. If you are the victim of bullying and you feel confident enough to resolve the issues with the bully directly, this could be an immediate solution. Sometimes they might not realise the distress that they are causing you and when confronted calmly, they might start to change their behaviour. However, if you don't feel that this is an option then you should speak to someone in HR, management, or your trade union representative (if you have one) who will then need to deal with the situation. You can also call the free National Bullying Helpline if you need advice and support from somebody not linked to your workplace.

All companies should have a procedures in place that prevent workplace bullying and protect their staff. If the complaint can't be initially dealt with informally, then further action must be taken. 

If you're an employer or manager, www.peoplemanagement.co.uk has a helpful article for employers tackling bullying of remote workers. 

There is also lots of helpful information on the UK government's website as well as on the ACAS website (link provided above). 

Inclusivity in the workplace

Inclusivity covers a wealth of issues in the workplace to ensure that all staff aren’t excluded based on their race, class, age, sexuality, disability or gender. As human beings, we are naturally social creatures and we need to feel a sense of belonging, even at work. Exclusion, which is also classed as a form of bullying, can be detrimental to a person’s mental health and wellbeing.

Types of exclusion

• Social exclusion can take the form of organising activities inside or outside of work which not all employees are able to take part in for a variety of reasons. Or it might be something as simple as not allowing someone to join in a conversation at lunch time.
• Offering praise only to certain individuals.
• Gossiping.
• Offering opportunities such as training courses and promotions, or even pay rises, to only a select group of people or one individual.
• Ignoring someone’s opinions or ideas in a meeting for example and not allowing them to have a voice in the company.
• Repeatedly giving unwanted tasks to one person or overloading them with work.
• Not allowing employees access to the same or essential resources.

While some instances of exclusion are blatantly deliberate others may be unintentional, but the outcome can be equally as damaging to the person who is feeling excluded.

The impact of exclusion

Owing to the effects of exclusion, prolonged stress can increase the levels of cortisol in the body and lower the immune system which may result in a number of physical problems such as heart disease and diabetes. Some of the effects of exclusion on mental wellbeing can include:

• Stress
• Anxiety
• Depression
• Reduced quality of sleep
• Anger
• Low self-esteem

Ways to make the workplace more inclusive

In a study undertaken by Harvard Business Review, it was found that not only does inclusivity provide employees with a sense of belonging, but workplace exclusion also “generates hefty financial losses”. So, as well as benefitting the physical and mental wellbeing of staff, making the workplace more inclusive is also conducive for business.

If you want to ensure your workplace is inclusive, here are some tips for getting started.

• Do your research about any differences that your staff might have and be open minded. 
• One to one meetings – ask if there is anything that your staff need to carry out their job effectively and provide any necessary resources. By giving regular feedback to all staff and making sure they are praised as well as being given ways to improve, you’ll build a trusting relationship.
• Avoid talking about employees in a negative manner to anyone else in the company.
• Organise social activities that everyone can attend or maybe even let employees take it in turns to choose an activity of their choice.
• Use inclusive language, i.e. spouse or partner rather than husband/boyfriend/wife, etc.
• Create inclusive spaces at work, such as a prayer room.
• Provide inclusivity training for staff members so that everyone, not just the managers, practises inclusivity.
• Be flexible with different religious holidays and allow flexible working hours for anyone who might have parental or carer responsibilities.
• Wherever possible make the workplace accessible for anyone with disabilities.

Managing a multi-generational work environment

The workplace environment has changed drastically in the past few decades, meaning that team leaders are now having to learn how to successfully manage multi-generational employees. People who would’ve once be long retired are working alongside teenage apprentices and young adults fresh from college. Throw into the mix individuals who change their career path in their late 20s and 30s and you could have an extremely diverse work environment. Learning to manage a multi-generational work environment is not only essential to ensure happy employees but is necessary to achieve peak productivity.

What problems are associated with a multi-generational workplace?

If you are aware of the phrase “OK boomer” you will have some insight into how different generations may regard one another. The term 'boomer' relates to people born in the two decades after World War II. Boomers are thought to be out of touch with today’s generation. Besides boomers, there are other generations that have been given names, all of whom you may find in the same workplace:

Traditionalists – born between 1922 and 1945
Boomers or baby boomers – born between 1946 and 1964
Generation X – born between 1965 and 1980
Generation Y or millennials– born between 1981 and 1997
Gen Z – born between 1998 and present day

It is understandable to think that a multi-generational workplace will face problems, after all, each generation will have experienced different technologies and ways of doing things in a work environment. Problems can arise from prejudices of each generation born from presuming they are too traditional or non-PC, or conversely, too modern or liberal. Other difficulties can arise from one generation not being experienced in using certain technologies, and other generations ignoring tried and tested ways of approaching specific elements of work. For example, it may be presumed that older generations may not be fully aware of the benefits of social media, while younger generations may be perceived as being too reliant on modern technology. Clashes such as these require competent management to avoid confusion and frustration between colleagues.

How do I manage multiple generations successfully?

You will be relieved to know that there are ways to create a cohesive workforce made up of many generations.

Don’t make presumptions

It is all too easy to presume that younger candidates will be more capable when it comes to modern technologies and online media. However, it should never be presumed that other generations are not as up to date with technological advances. Bear in mind that the older generations have also lived through changing technologies. In the same way, don’t believe that Gen Zs couldn’t possibly live without their mobile devices or that they are easily distracted by social media updates. Treat each employee as an individual and listen to their unique experiences to ascertain how they will complement your workplace.

Encourage inter-generational mentoring

Like any workplace, employees may have very different experiences and qualifications. Use this to your advantage by encouraging employees to share their skills with one another. For example, one generation may not realise the importance of social communication etiquette, and another could be lacking the real-life interpersonal skills still required in today’s work environments. By delivering this in the form of mutually beneficial mentorships you are ensuring that employees don’t feel patronised.

Ascertain the goals and ambitions of each employee

There are many benefits to having a multi-generational workforce, especially when you know what each employee wants from their work. Younger generations without commitments may be more willing to travel and be keen to be given opportunities to do so. Those with family commitments may not want to be away for long periods of time and their skills could be better used elsewhere. However, it is essential that you don’t just presume, and as a manager you need to ascertain what each employee wants.

Be flexible

Being aware of the many potential differences between generations in the workplace allows you to get the most out of your employees. By being flexible with your approach to each employee and acknowledging their strengths, weaknesses and individual needs, you can provide management that will benefit not only them, but your entire workforce.

Ways to tackle sexual discrimination at work

Even though there is legislation in place to prevent sexual discrimination in the workplace, unfortunately, there are still many cases where this occurs. Sexual discrimination comes in many different forms and can affect both men and women. In many instances, it is considered to be harassment, victimisation and bullying. This kind of behaviour can be extremely upsetting to the person involved and can have a negative and detrimental effect on their mental wellbeing.

As an employer or employee, it’s important to recognise when sexual discrimination occurs, deal with it appropriately and put systems into place that will prevent it from happening in the future.

What is sexual discrimination?

Although it may come under many different guises, here are some examples of the types of sexual discrimination you might experience at work.

• Different rates of pay for male and females doing the same job.
• Employing someone based purely on their sex.
• Being made to wear specific clothing that is associated with being male or female. For example, if women are made to wear skirts and heeled shoes at work.
• Being made redundant or dismissed because of your sex.
• Training or specific roles within the company only being offered to one sex.
• Refusing flexible working hours to enable a parent to take their child to school.
• Comments about someone’s appearance.
• Sexist remarks or jokes.
• Sexual harassment such as inappropriate physical advances or verbal suggestive remarks, and offensive comments related to a person’s sex.

The Independent reported on a recent study undertaken by researchers from the University College of London, that women who have been subjected to sexual discrimination are more likely to suffer from depression as a result, and 26% reported psychological distress.

As an employee experiencing sexual discrimination, it is important to tackle the issue either directly with the person involved, your boss, or a member of the company’s HR team. We understand this may seem like a daunting subject to broach and you might be worried about the consequences, however, Citizens Advice can provide you with further guidance.

Ways to deal with sexual discrimination

• Keep a record of any incidents, making sure you document the date and specific behaviour or comments.
• Make the person involved aware that you find their comments or behaviour offensive, it makes you feel uncomfortable and you would like them to stop.
• Speak to someone in HR or someone in authority at work. 
• Get advice from ACAS or Citizens Advice.

If the sexual discrimination continues or is not dealt with, you may have to seek legal advice.

As an employer, it is vital that you put procedures into place to prevent sexual discrimination in the workplace. You can also get further information and advice from ACAS about how to prevent sexual harassment, discrimination and victimisation.

Helping people who are depressed or with other mental health issues as a result of discrimination

Providing an opportunity for employees impacted by discrimination to talk to a trained therapist about their experiences and feelings, can help them continue to work, or get back to work as soon as possible. 

First Psychology Assistance provides a range of services for organisations and businesses including online counselling and psychological therapy. For further details visit our website. We also provide bespoke and off the shelf training solutions to support mental health at work.