Foreword

This report was commissioned by UNISON to bring to light the problems of workplace bullying in public service organisations. It is the first major independent study to examine workplace bullying across the range of public service organisations.

UNISON believes that bullying at work is unacceptable behaviour. We all have the right to be treated with dignity and respect at work. Bullying is an infringement of that right.

Bullying at work has serious consequences. Stress and ill health become part of the daily life of the bullied. They may even find themselves having to leave their job or contemplating suicide.

Workplace bullying carries a high cost for employers too, for example due to: staff sickness absence; low workplace morale; lost resources it experienced staff leave.

UNISON is therefore concerned about increasing reports of workplace bullying in public service work, in particular by managers. To find out more about the scale and nature of the problem UNISON commissioned Staffordshire University to undertake a survey of UNISON members working in the public service.

Many of the survey's findings confirm what we already knew was happening, and unfortunately very many public service workers will recognise themselves and the situations described in the report:

Such statistics are startling and of great concern to UNISON. They should make responsible employers sit up and take notice too. In UNISON's view the results show that bullying has become part of the management culture of many public service employers, and is often being allowed to happen and carry on unchecked.

Anyone connected with public services will know the pressures that staff and managers have been under, including: competitive tendering, privatisation, budget and staffing cuts, changes in management structures and reorganisation. This puts pressure on managers and their staff.

83% reported that the bully was a manager. In UNISON's view this is not to say that managers in public services are themselves necessarily bad, but are working for organisations where bullying has become an acceptable part of the culture, and where they themselves are expected to get more work out of fewer staff.

For example, many employers are introducing stringent sickness absence control policies, which line managers are expected to police by putting pressure on sick staff to return to work, and more duties are being delegated down to line managers and supervisors, without giving them the necessary resources and training to meeting these new demands.

Employers need to understand that management by bullying is not Only bad For the workforce, it is also bad management, because the most productive workplaces are where workers are contented. The survey also revealed a high cost to employers in terms of workers quitting their jobs over bullying.

Bullying has a very damaging effect on staff and the organisation. It is an organisational issue which needs an organisational response. Employers have an implied duty of care to protect their employers from workplace bullying.

Employers also have duties under health and safety legislation to take steps to prevent work related stress. The Health and Safety Executive has provided guidance on stress at work which recognises that bullying is a source of stress that employers should control.

We believe there is a whole range of counter measures employers can take to prevent workplace bullying. To start with we want them to acknowledge the extent and seriousness of workplace bullying and commit themselves to tackling it. We want them to investigate the problem and implement a jointly agreed policy for preventing bullying and dealing with complaints in a confidential manner. Employers need to makeclear what is acceptable and unacceptable behaviour in the workplace and promote a climate where bullying is not tolerated; provide information and training to managers and staff; provide support and counselling services to bullied staff; and take firm action if incidents occur.

UNISON has produced its own advice to branches on this and will be providing our representatives with training. Staff providing vital public services should not have to put up with the indignity of workplace bullying. UNISON is committed to giving them full support on this issue.

Read UNISON's more recent (2003) online draft language to protect workers against workplace bullying.