Combatting Bullying in the Tech Industry: A Necessary Step for a Healthy Workplace
This post is close to my heart, having suffered and seen bullying on numerous occasions in various organisations, include Fujitsu Siemens, CPA Global and News International (now News UK).
Violence in organisations is a pandemic in and of itself. It can take many forms, including verbal abuse, physical violence, and cyberbullying. This type of behavior can have a detrimental effect on folks mental and physical well-being, as well as on the overall productivity and morale of the workplace.
One of the most common forms of bullying in the IT and software industries is verbal abuse. This can include name-calling, belittling, harassment, and intimidation. It can lead to feelings of anxiety, depression, and low self-esteem, and can make it difficult for individuals to feel comfortable and confident in their work.
Another, albeit less common, form of bullying is physical violence. This can include pushing, shoving, and other forms of physical aggression.. It can create a hostile and dangerous work environment, which makes it difficult for employees to feel safe and secure.
Cyberbullying is also prevalent in the IT and software industries. This can include sending threatening emails, messages, or posts, or spreading rumors and false information online to harass or bully others.
Cyberbullying can be particularly damaging as it can be done anonymously, and can reach a wide audience.
The effects of bullying in the IT and software industries can be severe and long-lasting. Victims of bullying may experience a range of physical and mental health problems, such as anxiety, depression, and post-traumatic stress disorder (PTSD). They may also suffer from poor sleep and eating habits, and will struggle to concentrate or perform well in their work.
In addition, bullying can lead to high turnover rates and lower productivity, as employees who are being bullied may be less motivated and less engaged in their work.
To address bullying it’s important for employers to take a proactive approach. This can include implementing a zero-tolerance policy for bullying, providing training for employees on how to recognise and report bullying, and taking swift and appropriate action when bullying is reported. It is also important for employers to create a culture of respect and inclusivity, where employees feel valued and supported. Don’t leave it to HR to handle.
In conclusion, bullying and other forms of violence is a serious issue that can have a detrimental effect on the mental and physical well-being of those who are targeted, as well as on the overall productivity and morale of the workplace. Employers have a legal and moral responsibility address this issue, by, for example, implementing a zero-tolerance policy for bullying, providing training for employees, and creating a culture of respect and inclusivity in the workplace.