The University of New South Wales is committed to providing a workplace that is free from bullying. Working relationships and standards of behaviour between staff are important workplace issues. The UNSW Code of Conduct, endorsed by the University Council, sets out principles for behaviour required in the workplace, including that:

Further, the University considers it to be a fundamental obligation of all employees to behave appropriately in the workplace.

 

The University considers that bullying in the workplace is inappropriate and unacceptable behaviour, and that staff found to have either committed or condoned such behaviour in the workplace may be subject to disciplinary action.

 

 

Bullying is defined as the repeated less favourable treatment of a person by another or others in the workplace which may be considered unreasonable and inappropriate in workplace practice. It includes behaviour that could be expected to intimidate, offend, degrade, humiliate undermine or threaten.

 

Bullying is physical or psychological behaviour or conduct where strength (including strength of personality) and/or a position of power is misused by a person in a position of authority or by a person who perceives that they are in a position of power or authority.

 

Bullying is normally associated with an ongoing systematic pattern of behaviour. An isolated incident of behaviour is not considered bullying, but may of course lead to action being taken against the perpetrator based on that single incident.

 

Bullying may be perpetrated by an individual who may be a work colleague, a supervisor, a more senior manager or a person who reports to the individual subject to the alleged bullying. A bully is equally likely to be male or female.

 

Bullying may be overt or covert.

 

Overt Bullying
Examples of overt bullying may include:

Covert Bullying
Examples of covert bullying may include:

Providing guidance, conducting performance counselling, invoking unsatisfactory performance procedures or misconduct procedures does not in itself constitute bullying. Supervisors and managers are expected to offer constructive advice and comment as part of their role in a way that does not demean or humiliate.

 

 

Bullying in the workplace can result in absenteeism, reduced staff productivity and motivation, and loss of experienced and skilled staff through resignation. Bullying may also have significant social and health costs for individual staff, including loss of confidence, increased anxiety, depression, loss of sleep, headaches and increased blood pressure. Bullying can also affect others in the workplace in a similar way, even when they are only witnesses to the bullying and are not subject to the bullying themselves.

 

In addition to productivity and staff turnover issues, bullying has a seriously negative effect on the University through both management time in dealing with the problem and potential legal implications.

 

 

Staff have a responsibility to ensure that their actions do not negatively affect another staff member's career, health or well-being and are consistent with the University Code of Conduct. This includes not condoning bullying by failing to do anything about it, such as raising the matter with the bully or with a supervisor.

 

A staff member found to have bullied another staff member or to have condoned workplace bullying may be subject to disciplinary action.

 

Ideally, staff should attempt to resolve issues of workplace bullying at the local level by:

If the issue is not resolved in this way, an employee may:

 

Supervisors have a responsibility to provide a safe work environment that enables staff to carry out their work responsibilities free from bullying. This includes investigating complaints of bullying expeditiously, thoroughly and in accordance with due process. Supervisors should be fully aware of the adverse consequences of not dealing with instances of bullying as outlined above.

 

Supervisors should be alert to the possibility of workplace bullying and should monitor key indicators such as workplace culture factors, high absenteeism and high staff turnover.

 

Supervisors are encouraged to identify training needs for themselves and their staff. It is recommended that supervisors seek advice from the Industrial Relations Unit (x1710) when dealing with actual or potential workplace bullying. Supervisors may also access the University's Employee Assistance Program in dealing with cases of bullying in the workplace.