Over the last month leading into mental health awareness month, I have given you a bird's eye view of harassment in the workplace. There are plenty of resources which can guide you , either as the bully, so that you know exactly what you are doing or,
as the victim, so that you know exactly what is happening to you.
In this way, you as the bully cannot easily plead plausible deniability.
In this way, you as the victim need not stay "victim".
1) What is "bullying"?
There are a number of excellent resources which lay this out.
If you are "visual"
It is also a subject for the Canadian Human Rights Commission. For that you would access
In case you haven't picked it up on other blogs, I am a fan of CUPE.
No, I am not a union member. I was always a manager.
That said, OPSEU also has a good question and answer fact sheet to consider.
So, we've covered the government, unions and a general description of what discrimination is. This is also an occupational health and safety matter. Try the Centre for Occupational Health and Safety.
ccohs.ca/oshanswers/psychosocial/bullying.html
Bullying is also institutional violence. The Canadian Centre of Occupational Health and Safety also makes some observations about that.
ccohs.ca/oshanswers/psychosocial/violence.html
Bullying is also institutional violence. The Canadian Centre of Occupational Health and Safety also makes some observations about that.
ccohs.ca/oshanswers/psychosocial/violence.html
Finally, I have referenced the work of Bill Wilkerson through the Global Business and Economic Roundtable on Addictions and Mental Health
2) Impacts
This latter site will also direct you to resources which describe the impact of bullying on productivity in the workplace.
Do not forget that bullying is the leading cause of stress and mental injury. Lost productivity in Canada is approximately $51b-all because of poor and incompetent management. In the organization where I last worked, the cost of lost time for employees because of mental illness is estimated at about $3-4m/year. That does not take into account any replacement costs-that is bringing employees in the replace those who are ill. Nor does it consider opportunity costs. That is costs to the system of people not doing work and not being replaced.
A CUPE report also provides excellent information about impacts. In this next source, go to Figure 1 which provides a model for workplace injustice and occupational illness.
Also take a look at this YouTube video
That pretty much summarizes the resources I have been using for the last month.
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