Enduring bullying in the workplace can be both emotionally and psychologically draining.
The situation becomes even more difficult when the bully is your manager, as they may have considerable influence over your career progression.
According to a study conducted by the University of the Free State in 2021, 30% of employees in South Africa feel they are subjected to bullying.
Research shows that top performers are frequently targeted by bullies, dispelling the myth that bullying is provoked by poor job performance.
When a direct supervisor engages in bullying, the fear of retaliation or further victimisation often silences victims, making it challenging to address the issue.
Understanding the motivations behind bullying is also crucial. Bullies often act out of a desire for power, a need to control their environment, or feeling threatened by others' competence, popularity, or experience.
Bullying is defined as a form of psychological violence aimed at individuals or groups and can severely impact a person's mental, emotional, and physical health. It can be perpetrated by individuals, groups, or even the organisation itself and can occur at any level within a company.
The legal perspectives on workplace bullying
The Labour Guide SA states that under the relevant section of the Act, bullying is recognised as harassment and unfair discrimination.
Although workplace bullying is not explicitly outlined in South African legislation, the Employment Equity Act prohibits unfair discrimination. It states:
No person may unfairly discriminate, directly or indirectly, against an employee, in any employment policy or practice, on one or more grounds, including race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth or on any other arbitrary ground.
A new Code of Good Practice on the Prevention and Elimination of Harassment, issued under the Employment Equity Act, came into effect on 18 March 2022.
The code stipulates that all forms of harassment, including sexual harassment, gender-based violence, bullying, and harassment based on race, ethnicity, or social origin, must be eradicated.
Under the code, harassment is defined as unwanted conduct that impairs dignity and creates a hostile or intimidating work environment.
It highlights bullying and emotional and verbal abuse as forms of psychological harassment.
The code also mandates that employers must take proactive and remedial steps to prevent all forms of harassment in the workplace and maintain a zero-tolerance approach.
Companies are advised to adopt harassment policies aligned with the code's provisions.
Protecting yourself as an employee
While companies are legally required to create an environment that protects all employees' well-being, implementing this in practice can be challenging.
Keeping detailed records of bullying incidents, including dates, times, witnesses, and the nature of the behaviour, can strengthen your case when addressing the issue formally.
Larger organisations typically have internal policies and reporting mechanisms for addressing workplace harassment and bullying. Familiarise yourself with these procedures and use internal reporting channels to raise concerns about bullying behaviour to management or human resources departments.
Organisations such as the Commission for Conciliation, Mediation, and Arbitration (CCMA) can provide guidance and support in addressing workplace issues and ensuring compliance with labour laws.
It's important to remember that bullying behaviour often stems from the bully's insecurity and low self-esteem, as they belittle others to boost their own sense of self-worth and ego.
IOL Lifestyle