A recent study published in the Journal of Business Ethics reveals a significant lack of trust in Human Resources (HR) departments to handle workplace bullying effectively.
The research, conducted by Anglia Ruskin University (ARU) and Bishop Grosseteste University, highlights employee dissatisfaction and systemic failures within organisations when dealing with harassment at work.
The study utilised a netnographic analysis, examining online discussions and commentary to understand employee experiences with workplace bullying. The findings show that none of the respondents had positive feedback regarding how their HR departments managed their bullying issues. Instead, bullied employees reported feeling ignored, further victimised, and claimed that HR frequently sided with “management bullies.”
Systemic Issues Within HR Departments
The research suggests that HR departments often fail to address workplace bullying due to several systemic issues. These include concerns about the legal ramifications and reputational damage an organisation might face by acknowledging a bullying incident. Additionally, there is apprehension about losing perpetrators who are considered ‘star performers’ and the time-consuming nature of investigations and decision-making processes.
Employees described their bullying experiences using terms such as pervasive, harassing, tormenting, manipulative, undermining, devastating, stressful, toxic, nightmarish, hellish, and unconscionable. In contrast, HR departments were characterised as weak, complacent, cowardly, exploitative, complicit, corrupt, self-serving, ineffective, and colluding.
Expert Insights
Dr Clive Boddy, Associate Professor in the Faculty of Business and Law at ARU and lead author of the study, stated: “Our research shows workers to be critical of HR departments in dealing with the messier, darker side of organisational life. If there is an acceptance that internal procedures will not protect them, employees are less likely to report workplace bullying, and will suffer in silence – potentially causing damage to mental health and affecting productivity.”
Dr Boddy emphasised the need for strict codes of conduct to be established and effectively enforced by HR departments or alternative mechanisms. He pointed out that it is crucial for both employees and employers to find effective ways to address workplace bullying to safeguard mental health and maintain productivity.
Broader Implications for the Future of Work
The findings from this study underscore a pressing issue in modern workplaces. As organisations strive to create inclusive and supportive environments, the role of HR in managing workplace bullying becomes increasingly critical. The study’s insights call for a reevaluation of current HR practices and the implementation of robust mechanisms to protect employees from harassment.
To improve trust and effectiveness, organisations may need to explore new strategies for handling workplace bullying. This could include independent review bodies, enhanced training for HR personnel, and clearer, more stringent policies against bullying. Ensuring that HR departments are equipped and motivated to address these issues transparently and fairly is essential for fostering a healthy workplace culture.
