workplace bullying final

February 28, 2012

SHRM Survey Findings: Workplace Bullying

Workplace Bullying ©SHRM 2012 2

Definitions

Workplace bullying: Persistent, offensive, abusive, intimidating or insulting behavior or unfair actions directed at another individual, causing the recipient to feel threatened, abused, humiliated or vulnerable. Workplace bullies and targets may be employees, clients or vendors of the affected organization.

Target: The person toward whom the bullying behavior is directed.


Key Findings

Are organizations experiencing workplace bullying? About one-half (51%) of organizations reported that there had been incidents of bullying in their workplace. Compared with two years ago, most organizations indicated that incidents of bullying had either stayed the same (48%) or decreased in frequency (34%), while 18% reported an increase in frequency of bullying.

Which bullying behaviors are most common? Among organizations that experienced incidents of bullying, nearly three-quarters (73%) reported verbal abuse, three out of five (62%) reported malicious gossiping and/or spreading lies/rumors about workers, and one-half (50%) reported threats or intimidation.

Do HR professionals experience bullying? About one-quarter (27%) of HR professionals reported having been bullied in the workplace. Of those who had been bullied, more than one-half (57%) had reported their experiences to someone in the organization.

What are the outcomes of workplace bullying? The three most common outcomes of bullying incidents that organizations experienced were decreased morale (68%), increased stress and/or depression levels (48%) and decreased trust among co-workers (45%).


Incidents of Bullying in the Workplace

Policies and Prevention/Awareness Training

Response to Incidents

HR’s Responsibility

Typical Reporting Channels/Mechanisms

Bullying Behaviors and Targets

Outcomes of Bullying

Workplace Bullying


Has your organization ever experienced an incident of workplace bullying?

Yes, 51%

No, 49%

Note: n = 265. Respondents who answered “don’t know/not sure” were excluded from this analysis.


Has your current organization ever experienced an incident of workplace bullying?

Small organizations Large organizations Differences based on organization staff size

1 to 99 employees (38%)100 to 499 employees (42%)

500 to 2,499 employees (71%) Larger organizations > smaller organizations

Comparisons by organization staff size

Larger organizations (500 -2,499 employees) are more likely to have experienced an incident of workplace bullying than smaller organizations (1-499 employees).


Compared with two years ago, have incidents of workplace bullying in your organization...?

Increased in frequency Stayed the same Decreased in frequency

18%

48%

34%

Note: n = 105. Respondents who answered “not sure/don’t know” were excluded from this analysis. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question.


Does your organization have a formal (written, documented) workplace bullying policy?

Yes, we have a separate workplace bullying policy

No, but we plan to put a formal workplace bullying policy in place in the next 12 months

Yes, our workplace bullying policy is part of another workplace policy

No, and we have no plans to put a workplace bullying policy in place

3%

13%

40%

44%

n = 400


How is your organization’s workplace bullying policy communicated to employees?

Other

Through bullying prevention training

By e-mails from HR or management

During staff meetings

Through training not dedicated solely to bullying prevention

On the company intranet or website

In the company code of conduct

During employee orientation

In the employee handbook

1%

2%

3%

6%

8%

9%

18%

25%

28%

Note: n = 166. Only respondents whose organizations had a workplace bullying policy were asked this question.


How is your organization’s workplace bullying policy communicated to employees?


1 to 99 employees (8%) 2,500 to 24,999 employees (45%) Larger organizations > smaller organizations


Larger organizations (2,500-24,999 employees) are more likely than smaller organizations (1-99 employees) to communicate their workplace bullying policy through the company intranet or website.

Publicly owned for-profit organizations

Privately owned for-profit organizations Differences based on organization sector

52% 13% Publicly owned for-profit > privately owned for-profit

Comparisons by organization sector

Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to communicate their workplace bullying policy through the company intranet or website.

Privately owned for-profit organizations are more likely than publicly owned for-profit organizations to communicate their workplace bullying policy in the employee handbook.



56% 91% Privately owned for-profit > publicly owned for-profit


To what employees does your organization provide bullying prevention and/or awareness training?

Other (n = 204)

Executive-level employees (CEO, CFO, etc.) (n = 318)

Nonmanagement-level employees (n = 333)

Management-level employees (n = 335)

HR staff (n = 332)

8%

28%

28%

34%

35%

Note: Respondents who answered “not applicable” were excluded from this analysis.


To what employees does your organization provide bullying prevention and/or awareness training?



25,000 or more employees (60%) Larger organizations > smaller organizations


Larger organizations (25,000 or more employees) are more likely than smaller organizations (1-499 employees) to provide bullying prevention and/or awareness training to nonmanagement employees.


How does or would your organization respond to alleged perpetrators of bullying?

Other

Outsource the investigation to a third party

Demotion

Paid administrative leave

Mandatory anger management training

Reassignment to another department or area

Probation

Mandatory counseling

Termination (zero-tolerance)

Suspension

Referral to an EAP or counseling

Performance improvement plan

Written warning

Internal investigation

Response depends on the specific circumstances

5%

2%

3%

3%

5%

7%

10%

11%

13%

17%

24%

27%

40%

65%

76%

Note: n = 305. Respondents who answered “N/A, the organization typically does not respond to allegations of bullying and/or has not had any reported incidents of bullying” were excluded from this analysis. Percentages do not total 100% due to multiple response options.


How does or would your organization respond to alleged perpetrators of bullying?

Privately owned for-profit organizations Government agencies Differences based on organization sector

2% 13% Government > privately owned for-profit


Government agencies are more likely than privately owned for-profit organizations to respond to allegations of bullying by placing an alleged perpetrator on paid administrative leave.


Who is responsible for handling the organization’s response to workplace bullying?

Other

A workplace bullying/workplace violence committee

The security department

Legal counsel

The target worker’s immediate supervisor

The bullying worker’s immediate supervisor

Executive-level staff

Management-level staff

The HR department/function

2%

1%

7%

14%

16%

20%

28%

46%

87%

Note: n = 316. Respondents who answered “N/A, no set responsibility” were excluded from this analysis. Percentages do not total 100% due to multiple response options.


Who is responsible for handling the organization’s response to workplace bullying?


1 to 99 employees (3%)2,500 to 24,999 employees (20%)25,000 or more employees (25%)

Larger organizations > smaller organizations

Comparison by organization staff size

Larger organizations (2,500 or more employees) are more likely than smaller organizations (1-99 employees) to report that legal counsel is responsible for handling the organization’s response to workplace bullying.


Who is responsible for handling the organization’s response to workplace bullying? (continued)


Privately owned for-profit organizations Government agencies Differences based on organization

sector

93% 91% 65%Publicly owned for-profit, privately owned for-profit > government


Publicly owned for-profit organizations and privately owned for-profit organizations are more likely than government agencies to report that the HR department/function is responsible for handling the organization’s response to workplace bullying.

Government agencies are more likely to report that legal counsel is responsible for handling the organization’s response to workplace bullying compared with privately owned for-profit organizations.



Government agencies are more likely to report that the security department is responsible for handling the organization’s response to workplace bullying compared with privately owned for-profit organizations.




To what extent does your current organization:

Conduct regular bullying prevention/awareness training and orientation programs? (n = 333)

Monitor bullying behavior? (n = 336)

Have a commitment to preventing/reducing bullying in the workplace? (n = 337)

Have a "safe" system for reporting bullying? (n = 330)

Have a grievance process for investigating and addressing allegations of bullying? (n = 336)

57%

37%

19%

25%

22%

17%

19%

13%

13%

12%

16%

31%

33%

24%

26%

9%

13%

35%

39%

40%

Not at all To a slight degree To some degree To a large degree

Note: Respondents who answered “not applicable” were excluded from this analysis. Percentages do not total 100% due to rounding.


In your opinion as an HR professional, to what extent should it be HR’s responsibility to step in (to investigate, document, discipline, etc.) when bullying is reported or suspected in the workplace?

Not at all To a slight degree To some degree To a large degree

1% 2%

20%

77%

n = 338


Through what channels or to whom within your organization are incidents of bullying typically reported?

Other

Board of directors

The security department

Union representative

CEO, president or owner

Hotline or other reporting system

The employee relations representative within HR

Other management-level staff (nonexecutive)

Executive-level staff (excluding the CEO)

The bullying employee’s direct supervisor

The target employee’s direct supervisor

The HR department/function head

2%

1%

2%

6%

14%

18%

19%

25%

27%

40%

50%

89%

Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.


Through what channels or to whom within your organization are incidents of bullying typically reported?


100 to 499 employees (18%) 25,000 or more employees (71%) Larger organizations > smaller organizations


Larger organizations (25,000 or more employees) are more likely than smaller organizations (100-499 employees) to typically report incidents of bullying to other management-level staff (nonexecutive).

Smaller organizations (1-99 employees) are more likely than larger organizations (500-2,499 employees) to typically report incidents of bullying to the CEO, president or owner.


1 to 99 employees (29%) 500 to 2,499 employees (6%) Smaller organizations > larger organizations

Larger organizations (25,000 or more employees) are more likely than smaller organizations (1-99 employees) to typically report incidents of bullying through a hotline or other reporting system.




Through what channels or to whom within your organization are incidents of bullying typically reported? (continued)



Comparisons by organization staff size (continued)

Larger organizations (25,000 or more employees) are more likely than smaller organizations (100-499 employees) to typically report incidents of bullying to the security department.



13% 1% Publicly owned for-profit > privately owned for-profit


Publicly owned for-profit organizations are more likely to typically report incidents of bullying to the security department compared with privately owned for-profit organizations.


Which of the following bullying behaviors have occurred in your workplace?

Other

Physical assaults

Use of technology for bullying (bullying behaviors occurring via e-mail, text messages, Twitter, Facebook, etc.)

Unjustified interference with work performance (e.g., withholding resources or information, hiding or destroying documents, etc.)

Abuse of authority (e.g., giving unduly negative appraisals, denying opportunities, giving unreasonable or menial assignments, etc.)

Aggression

Unduly harsh or constant criticism

Ignoring or excluding workers

Cruel comments or teasing, such as about appearance or lifestyle (e.g., insulting workers’ habits, attitudes or private lives)

Threats or intimidation

Malicious gossiping and/or spreading lies/rumors about workers

Verbal abuse, including shouting, swearing, name calling or malicious sarcasm

1%

16%

19%

25%

36%

38%

41%

43%

47%

50%

62%

73%



Which of the following bullying behaviors have occurred in your workplace?



25,000 or more employees (71%) Larger organizations > smaller organizations


Larger organizations (25,000 or more employees) are more likely than smaller organizations (1 -499 employees) to have experienced use of technology for bullying (bullying behaviors occurring via email, text messages, Twitter, Facebook, etc.).

Privately owned for-profit organizations

Nonprofit organizations Government agencies Differences based on organization

sectors

56% 19% 71%Government, privately owned for-profit >

nonprofit


Government agencies and privately owned for-profit organizations are more likely to have experienced cruel comments or teasing, such as about appearance or lifestyle, compared with nonprofit organizations.


What relationships have been involved in reported incidents of bullying in your organization?

Other

Employee directed at Board member

Consultant directed at employee

Employee directed at consultant

Board member directed at employee

Client directed at employee

Employee directed at client

Employee directed at supervisor

Supervisor directed at employee

Employee directed at peer (i.e., same or similar level employee)

3%

1%

3%

3%

4%

8%

9%

37%

56%

82%



What has your organization experienced as outcomes of the bullying incident(s)?

Other

Actual escalation to violent incidents in the workplace

Complaints about decreased trust in HR

Increased reported concerns about work/life balance

Increased reported concerns about violent incidents in the workplace

Increased absenteeism

Complaints about decreased trust in management

Increased turnover

Decreased productivity

Complaints about decreased trust among co-workers

Complaints about increased stress and/or depression levels

Complaints about decreased morale

2%

3%

8%

12%

16%

23%

37%

38%

42%

45%

48%

68%

Note: n = 104. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Respondents who answered “N/A, not aware of any effects or outcomes” were excluded from this analysis. Percentages do not total 100% due to multiple response options.


What has your organization experienced as outcomes of the bullying incident(s)?

Privately owned for-profit organizations Nonprofit organizations Differences based on organization sector

41% 77% Nonprofit > privately owned for-profit


Nonprofit organizations are more likely than privately owned for-profit organizations to report experiencing complaints about increased stress and/or depression levels as a result of workplace bullying incidents.


Workplace Bullying Targeted at HR Professionals

Incidents of Bullying

Perpetrators

Incident Reporting


Have you ever been bullied in the workplace in your role as an HR professional?

Yes, 27%

No, 73%

n = 332


By whom were you targeted?

Other

Client

Board of directors


Another HR employee other than my supervisor

My supervisor within the HR department

Management-level staff (nonexecutive)

Non-HR employee


2%

1%

3%

13%

16%

17%

24%

29%

32%

Note: n = 90. Only respondents who had been a target of workplace bullying in their role as an HR professional were asked this question. Percentages do not total 100% due to multiple response options.


Did you report your experiences to anyone in the organization?

Yes, 57%

No, 43%

Note: n = 90. Only respondents who had been a target of workplace bullying in their role as an HR professional were asked this question.


What was the level of the person(s) in the organization to whom you reported the incident(s)?

Other

Board of directors

Another HR employee other than my supervisor

Non-HR employee


Management-level staff (nonexecutive)


My supervisor within the HR department

8%

2%

4%

4%

18%

22%

28%

38%

Note: n = 50. Only respondents who had reported being a target of workplace bullying in their role as an HR professional were asked this question. Percentages do not total 100% due to multiple response options.


Demographics

Workplace Bullying ©SHRM 2012

Demographics: Organization Industry

34

Manufacturing 22% Health care and social assistance 12% Professional, scientific and technical services 12% Finance and insurance 10% Educational services 8% Transportation and warehousing 6% Public administration 6% Retail trade 5% Construction of buildings; heavy and civil engineering construction; specialty trade contractors 4% Accommodation and food services 3% Wholesale trade 3% Administrative and support and waste management and remediation services 3% Religious, grant-making, civic, professional and similar organizations 3% Mining 3% Arts, entertainment, and recreation 2% Real estate and rental and leasing 2% Utilities 2% Agriculture, forestry, fishing and hunting 2% Information, publishing industries 1% Management of companies and enterprises 1% Repair and maintenance 1% Personal and laundry services 0% Private households 0% Other services except public administration 12%

Note: n = 326. Percentages do not total 100% due to multiple response options.


Demographics: Organization Sector

Government sector

Publicly owned for-profit organization

Nonprofit organization

Privately owned for-profit organization

8%

15%

20%

57%

35

n = 322


Demographics: Organization Staff Size

25,000 or more employees

2,500 to 24,999 employees

500 to 2,499 employees

100 to 499 employees

1 to 99 employees

5%

15%

20%

36%

23%

36

Note: n = 319. Percentages do not total 100% due to rounding.


Demographics: Other

37

U.S.-based operations only 77%

Multinational operations 24%

Single-unit company: A company in which the location and the company are one and the same.

34%

Multi-unit company: A company that has more than one location. 66%

Multi-unit headquarters determines HR policies and practices 49%

Each work location determines HR policies and practices 4%

A combination of both the work location and the multi-unit headquarters determine HR policies and practices

47%

Is your organization a single-unit company or a multi-unit company?

Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?

Does your organization have U.S.-based operations (business units) only or does it operate multinationally?

n = 327 n = 331

n = 226

Corporate (company wide) 64%

Business unit/division 18%

Facility/location 18%

n = 226

What is the HR department/function for which you responded throughout this survey?

Note: Percentages may not total 100% due to rounding.


SHRM Survey: Workplace Bullying

Response rate = 15%

Sample composed of 401 randomly selected HR professionals from SHRM’s membership

Margin of error +/- 5%

Survey fielded May 9-27, 2011

38

Methodology

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