When does “banter” become bullying in the workplace?

Research conducted by CIPD showed that 15% of employees in the UK have experienced bullying of some kind in the workplace. These statistics refer to a wide spectrum of experiences including intimidation and physical violence. But they also cover more subtle behaviours such as excluding a particular person and making inappropriate jokes. The latter might be shrugged off by those involved as “just a bit of banter”, but when does this banter cross the line and become bullying? There’s no better time to answer that important question than during Anti-Bullying Week, which runs 13th – 17th November.

Is it really just a bit of harmless banter?

The Anti-Bullying Alliance defines banter as being “Playful, positive, and reciprocal. True banter involves mutual participation and understanding. If the person on the receiving end of the banter is hurt, it is no longer banter but potentially hurtful behaviour.”

Bullying in the workplace is defined by Acas as “Unwanted behaviour from a person or group that is either offensive, intimidating, malicious or insulting, or an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to someone.”

Know your rights

Whilst bullying is not against the law, if a member of staff is behaving in an intimidating or offensive way it could be classed as harassment, which is illegal under the Equality Act 2010.

Why is it such a common issue?

Despite being illegal, harassment in the workplace still happens far too often. And it all comes down to workplace culture. Too many employees are afraid to challenge or report inappropriate behaviour either because they don’t believe they will be taken seriously, or because they fear for the consequences.

The impact of bullying in the workplace

All too often, the team here at YourGP see patients that have to be signed off work because bullying in the workplace has had a huge impact on their mental health – triggering panic attacks, stress, anxiety or depression, for example.

And it’s not just the individual that can be negatively affected. The effects of bullying can be felt right across an organisation if it is allowed to continue. Potential consequences include:

• Poor working relationships between colleagues
• Low staff morale
• Lack of respect
• Decreased productivity
• Increased staff turnover

What to do if you witness or experience bullying in the workplace

• Keep a record of all instances of unacceptable behaviour, including when, where and who was involved.
• Speak to those involved and ask them to stop.
• If the behaviour continues, speak to HR or management.
• If you need to escalate the complaint further, consult the company’s grievance policy (which should be outlined in the employee’s handbook).
• If the issue is still not resolved, you may consider taking legal action at an employment tribunal.

Put an end to toxic workplace culture

Employers have a duty of care when it comes to safeguarding their employees’ health and wellbeing. For this reason, every organisation should have a clear anti-bullying policy. All team members should be educated to recognise the warning signs of bullying behaviour in the workplace and empowered to step in and stamp it out if and when required.

Protect your workplace

If you’re interested in finding out how to ensure your organisation is a safe and welcoming place for all, talk to the Occupational Health experts at YourGP. Simply call 0131 225 5656 or email occhealth@your.gp to make an appointment and we’ll be happy to advise on ways to protect the health and mental wellbeing of your team.