Despite legislation that offers Ontario employees protection from workplace harassment, new research suggests at least half of organizational leaders still bully employees.
Bill 168, introduced June 15, 2010 by the Ontario government, requires employers in the province with more than five workers to conduct annual workplace risk assessments to identify the potential for workplace harassment and violence, and to develop and implement workplace violence and harassment policies and training programs for all employees.
Andrew Faas, principal at Iceberg Navigation—an organization that helps workplaces identify and deal with sources of potential harassment—and Barbara Coloroso, an advisor with the company, are currently writing a book about workplace bullying, scheduled for release in 2012. To understand the mindset of organizational leaders on bullying for the book, they interviewed 138 leaders, including CEOs, executive directors and board chairs across various sectors.
According to their research, although most leaders want their organizations to be viewed as employers of choice and rate brand and reputation value as a high priority, few view bullying as a business risk. In addition, only 52% of the leaders interviewed were aware that their organization was subject to workplace violence and/or anti-bullying legislation. Those who were aware felt that their organizations were compliant, but only 7% could describe what compliance with the legislation entailed.
“Far too many organizational leaders condone and encourage bullying in an attempt to increase efficiency,” says Faas. “With the one year anniversary of Bill 168 fast approaching, it is vital that all employers review and assess their workplace violence, bullying and harassment policies and programs. Workplace violence can result in lawsuits and low employee retention and the ability to attract new talent. In many cases it can negatively impact the bottom line.”