Bullying in the workplace tends to follow a subtle, slow-burning process that usually starts with a few unresolved misunderstandings but can become increasingly intense over time, according to expert Merle Raun. Speaking to the ERR morning radio show "Vikerhommik," Raun emphasized the importance of victims seeking help and bystanders supporting the victim rather than the bully.
A comprehensive study conducted in Estonia in 2019, using international methodologies, found that nearly 10 percent of respondents perceived themselves as victims of workplace bullying. A 2021 study by Eurofound revealed that an average of six percent of employees across Europe report experiencing workplace bullying.
Definitional parameters indicate that a single conflict or misunderstanding does not constitute workplace bullying or harassment. Workplace bullying involves negative behaviors over an extended period with regularity and includes a power imbalance where the victim is in a lower position within the workplace hierarchy. This often means the victim has little or no ability to protect themselves.
The bully may formally hold more power due to their job title or position, but bullying can also occur between individuals of the same or similar ranks if the bully has informal power, such as favoritism from a superior.
Raun, who wrote her doctoral thesis on this topic in 2015, noted that harassment at work is not directly defined in Estonian law but is considered a psycho-social risk factor that employers must address.
"The most important thing is to resolve problems immediately to prevent them from escalating into workplace bullying," Raun said. Mediation can be a solution, and Raun is often called upon by HR departments or managers of smaller organizations to conduct reconciliation procedures.
Witnesses to bullying play a crucial role. Their silence can unintentionally support the bully and reinforce their power. Raun urges bystanders to support the victim and help them seek assistance, such as contacting HR. If the victim is too afraid or unable to do so, bystanders should intervene on their behalf.
Bullying is often a pattern of systematic behavior by the bully. If one victim leaves the job, the bully can select a new victim, perpetuating the cycle. It is important to document incidents to present to HR or relevant authorities.
If internal resources fail to resolve the situation, Raun suggests taking the matter to an independent body like the Labor Inspectorate (Tööinspektsioon). Supporting the victim is crucial, and it is essential for the victim to have the courage to confront the bully and make them aware of the impact of their actions.
"Workplace bullying is always intentional," Raun concluded, underscoring the need for prompt and decisive action from both victims and bystanders to prevent further harm.
More: https://news.err.ee/1609273392/vikerhommik-role-of-bystanders-often-key-in-workplace-bullying-cases
