February 28, 2012 SHRM Survey Findings: Workplace Bullying - PowerPoint Presentation

Slide1

February 28, 2012

SHRM Survey Findings: Workplace BullyingSlide2

Definitions

2

Workplace bullying:

Persistent, offensive, abusive, intimidating or insulting behavior or unfair actions directed at another individual, causing the recipient to feel threatened, abused, humiliated or vulnerable. Workplace bullies and targets may be employees, clients or vendors of the affected organization.

Target

: The person toward whom the bullying behavior is directed.Slide3

Key Findings

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Are organizations experiencing workplace bullying?

About one-half (51%) of organizations reported that there had been incidents of bullying in their workplace. Compared with two years ago, most organizations indicated that incidents of bullying had either stayed the same (48%) or decreased in frequency (34%), while 18% reported an increase in frequency of bullying.

Which bullying behaviors are most common?

Among organizations that experienced incidents of bullying, nearly three-quarters (73%) reported verbal abuse, three out of five (62%) reported malicious gossiping and/or spreading lies/rumors about workers, and one-half (50%) reported threats or intimidation.

Do HR professionals experience bullying?

About one-quarter (27%) of HR professionals reported having been bullied in the workplace. Of those who had been bullied, more than one-half (57%) had reported their experiences to someone in the organization.

What are the outcomes of workplace bullying?

The three most common outcomes of bullying incidents that organizations experienced were decreased morale (68%), increased stress and/or depression levels (48%) and decreased trust among co-workers (45%).Slide4

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Incidents of Bullying in the Workplace

Policies and Prevention/Awareness Training

Response to Incidents

HR’s Responsibility

Typical Reporting Channels/Mechanisms

Bullying Behaviors and Targets

Outcomes of Bullying

Workplace BullyingSlide5

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Has your organization ever experienced an incident of workplace bullying?

Note: n = 265. Respondents who answered “don’t know/not sure” were excluded from this analysis.Slide6

Has your current organization ever experienced an incident of workplace bullying?

Small

organizations

Large organizations

Differences

based on organization staff size

1 to

99 employees (38%)

100

to 499 employees (42%)

500 to 2,499 employees (71%)

Larger organizations > smaller organizations

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Comparisons by organization staff size

Larger organizations (500 -2,499 employees) are more likely to

have experienced an incident of workplace bullying

than smaller organizations (1-499 employees).Slide7

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Compared with two years ago, have incidents of workplace bullying in your organization...?

Note: n = 105. Respondents who answered “not sure/don’t know” were excluded from this analysis. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question.Slide8

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Does your organization have a formal (written, documented) workplace bullying policy?

n = 400Slide9

 How is your organization’s workplace bullying policy communicated to employees?

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Note: n = 166. Only respondents whose organizations had a workplace bullying policy were asked this question. Slide10

How is your organization’s workplace bullying policy communicated to employees?

Small organizations

Large organizations

Differences

based on organization staff size

1 to

99 employees (8%)

2,500 to 24,999 employees (45%)

Larger organizations > smaller organizations

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Comparisons by organization staff size

Larger organizations (2,500-24,999 employees) are more likely

than smaller organizations (1-99 employees) to communicate their workplace bullying policy through the

company intranet or website

.

Publicly

owned for-profit organizations

Privately

owned for-profit organizations

Differences

based on organization sector

52%

13%

Publicly owned for-profit > privately owned for-profit

Comparisons by organization sector

Publicly owned for-profit organizations are more likely

than privately owned for-profit organizations to communicate their workplace bullying policy through the

company intranet or website

.

Privately owned for-profit organizations are more likely than publicly owned for-profit organizations to communicate their workplace bullying policy in the

employee handbook

.

Publicly owned for-profit organizations

Privately

owned for-profit organizations

Differences

based on organization sector

56%

91%

Privately owned for-profit > publicly owned for-profitSlide11

To what employees does your organization provide bullying prevention and/or awareness training?

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Note: Respondents who answered “not applicable” were excluded from this analysis. Slide12

To what employees does your organization provide bullying prevention and/or awareness training?

Small

organizations

Large organizations

Differences

based on organization staff size

1 to

99 employees (23%)

100

to 499 employees (21%)

25,000 or more employees (60%)

Larger organizations > smaller organizations

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Comparisons by organization staff size

Larger organizations (25,000 or more employees) are more likely than smaller organizations (1-499 employees) to provide bullying prevention and/or awareness training to

nonmanagement employees

.Slide13

 How does or would your organization respond to alleged perpetrators of bullying?

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Note: n = 305. Respondents who answered “N/A, the organization typically does not respond to allegations of bullying and/or has not had any reported incidents of bullying” were excluded from this analysis. Percentages do not total 100% due to multiple response options.Slide14

How does or would your organization respond to alleged perpetrators of bullying?

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Privately

owned for-profit organizations

Government agencies

Differences

based on organization sector

2%

13%

Government > privately owned for-profit

Comparisons by organization sector

Government agencies are more likely than privately owned for-profit organizations to respond to allegations of bullying by placing an alleged perpetrator on

paid administrative leave

. Slide15

 Who is responsible for handling the organization’s response to workplace bullying?

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Note: n = 316. Respondents who answered “N/A, no set responsibility” were excluded from this analysis. Percentages do not total 100% due to multiple response options.Slide16

Who is responsible for handling the organization’s response to workplace bullying?

Small

organizations

Large organizations

Differences

based on organization staff size

1

to 99 employees (3%)

2,500 to 24,999 employees (20%)

25,000 or more employees (25%)

Larger organizations > smaller organizations

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Comparison by organization staff size

Larger organizations (2,500 or more employees) are more likely than smaller organizations (1-99 employees) to report that

legal counsel

is responsible for handling the organization’s response to workplace bullying.Slide17

Who is responsible for handling the organization’s response to workplace bullying? (continued)

Publicly

owned for-profit organizations

Privately

owned for-profit organizations

Government agencies

Differences

based on organization sector

93%

91%

65%

Publicly owned for-profit,

privately owned for-profit > government

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Comparisons by organization sector

Publicly owned for-profit organizations and privately owned for-profit organizations are more likely than government agencies to report that the

HR department/function

is responsible for handling the organization’s response to workplace bullying.

Government agencies are more likely to report that

legal counsel

is responsible for handling the organization’s response to workplace bullying compared with privately owned for-profit organizations.

Privately

owned for-profit organizations

Government agencies

Differences

based on organization sector

10%

30%

Government > privately owned for-profit

Government agencies are more likely to report that the

security department

is responsible for handling the organization’s response to workplace bullying compared with privately owned for-profit organizations.

Privately

owned for-profit organizations

Government agencies

Differences

based on organization sector

4%

17%

Government > privately owned for-profitSlide18

To what extent does your current organization:

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Note: Respondents who answered “not applicable” were excluded from this analysis. Percentages do not total 100% due to rounding. Slide19

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In your opinion as an HR professional, to what extent should it be HR’s responsibility to step in (to investigate, document, discipline, etc.) when bullying is reported or suspected in the workplace?

n = 338Slide20

 Through what channels or to whom within your organization are incidents of bullying typically reported?

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Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.Slide21

Through what channels or to whom within your organization are incidents of bullying typically reported?

Small

organizations

Large organizations

Differences

based on organization staff size

100

to 499 employees (18%)

25,000 or more employees (71%)

Larger organizations > smaller organizations

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Comparisons by organization staff size

Larger organizations (25,000 or more employees) are more likely than smaller organizations (100-499 employees) to typically report incidents of bullying to

other

management-level staff (nonexecutive)

.

Smaller organizations (1-99 employees) are more likely than larger organizations (500-2,499 employees) to typically report incidents of bullying to the

CEO, president or owner

.

Small

organizations

Large organizations

Differences

based on organization staff size

1

to 99 employees (29%)

500 to 2,499 employees (6%)

Smaller organizations > larger organizations

Larger organizations (25,000 or more employees) are more likely than smaller organizations (1-99 employees) to typically report incidents of bullying through a

hotline or other reporting system

.

Small

organizations

Large organizations

Differences

based on organization staff size

1

to 99 employees (4%)

25,000 or more employees (71%)

Larger organizations > smaller organizations Slide22

Through what channels or to whom within your organization are incidents of bullying typically reported? (continued)

Small

organizations

Large organizations

Differences

based on organization staff size

100

to 499 employees (3%)

25,000 or more employees (29%)

Larger organizations > smaller organizations

22

Comparisons by organization staff size (continued)

Larger organizations (25,000 or more employees) are more likely than smaller organizations (100-499 employees) to typically report incidents of bullying to the

security department

.

Publicly

owned for-profit organizations

Privately

owned for-profit organizations

Differences

based on organization sector

13%

1%

Publicly owned for-profit > privately owned for-profit

Comparisons by organization sector

Publicly owned for-profit organizations are more likely to typically report incidents of bullying to the

security department

compared with privately owned for-profit organizations.Slide23

 Which of the following bullying behaviors have occurred in your workplace?

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Note: n = 129. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.Slide24

Which of the following bullying behaviors have occurred in your workplace?

Small

organizations

Large organizations

Differences

based on organization staff size

1 to 99 employees (4%)

100

to 499 employees (10%)

25,000 or more employees (71%)

Larger organizations > smaller organizations

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Comparisons by organization staff size

Larger organizations (25,000 or more employees) are more likely than smaller organizations (1 -499 employees) to have experienced

use of technology

for bullying (bullying behaviors occurring via email, text messages, Twitter, Facebook, etc.).

Privately

owned for-profit organizations

Nonprofit organizations

Government agencies

Differences

based on organization sectors

56%

19%

71%

Government, privately owned for-profit > nonprofit

Comparisons by organization sector

Government agencies and privately owned for-profit organizations are more likely to have experienced

cruel comments or teasing

, such as about appearance or lifestyle, compared with nonprofit organizations. Slide25

 What relationships have been involved in reported incidents of bullying in your organization?

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Note: n = 127. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Percentages do not total 100% due to multiple response options.Slide26

 What has your organization experienced as outcomes of the bullying incident(s)?

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Note: n = 104. Only respondents whose organizations had experienced an incident of workplace bullying were asked this question. Respondents who answered “N/A, not aware of any effects or outcomes” were excluded from this analysis. Percentages do not total 100% due to multiple response options.Slide27

What has your organization experienced as outcomes of the bullying incident(s)?

27

Privately

owned for-profit organizations

Nonprofit

organizations

Differences

based on organization sector

41%

77%

Nonprofit > privately owned for-profit

Comparisons by organization sector

Nonprofit organizations are more likely than privately owned for-profit organizations to report experiencing complaints about

increased stress and/or depression levels

as a result of workplace bullying incidents.Slide28

Workplace Bullying Targeted at HR Professionals

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Incidents of Bullying

Perpetrators

Incident ReportingSlide29

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Have you ever been bullied in the workplace in your role as an HR professional?

n = 332Slide30

 By whom were you targeted?

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Note: n = 90. Only respondents who had been a target of workplace bullying in their role as an HR professional were asked this question. Percentages do not total 100% due to multiple response options.Slide31

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Did you report your experiences to anyone in the organization?

Note: n = 90. Only respondents who had been a target of workplace bullying in their role as an HR professional were asked this question.Slide32

 What was the level of the person(s) in the organization to whom you reported the incident(s)?

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Note: n = 50. Only respondents who had reported being a target of workplace bullying in their role as an HR professional were asked this question. Percentages do not total 100% due to multiple response options.Slide33

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DemographicsSlide34

Demographics: Organization Industry

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Manufacturing

22%

Health care and social assistance

12%

Professional, scientific and technical services

12%

Finance and insurance

10%

Educational services

8%

Transportation and warehousing

6%

Public administration

6%

Retail trade

5%

Construction of buildings; heavy and civil engineering construction; specialty trade contractors

4%

Accommodation and food services

3%

Wholesale trade

3%

Administrative and support and waste management and remediation services

3%

Religious, grant-making, civic, professional and similar organizations

3%

Mining

3%

Arts, entertainment, and recreation

2%

Real estate and rental and leasing

2%

Utilities

2%

Agriculture, forestry, fishing and hunting

2%

Information, publishing industries

1%

Management of companies and enterprises

1%

Repair and maintenance

1%

Personal and laundry services

0%

Private households

0%

Other services except public administration

12%

Note: n = 326. Percentages do not total 100% due to multiple response options.Slide35

Demographics: Organization Sector

35

n = 322Slide36

Demographics: Organization Staff Size

36

Note: n = 319. Percentages do not total 100% due to rounding.Slide37

Demographics: Other

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U.S.

-based operations only

77%

Multinational

operations

24%

Single-unit company: A

c

ompany in which the location and the company are one and the same.

34%

Multi-unit company: A company that has more than one location.

66%

Multi-unit

headquarters determines HR policies and practices

49%

Each work location determines HR policies

and practices

4%

A combination of both the

work location and the multi-unit headquarters determine HR policies and practices

47%

Is your organization a single-unit company or a multi-unit company?

Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?

Does your organization have U.S.-based operations (business units) only or does it operate multinationally?

n = 327

n = 331

n = 226

Corporate (compan

y wide)

64%

Business unit/division

18%

Facility/location

18%

n =

226

What is the HR department/function for which you responded throughout this survey?

Note: Percentages may not total 100% due to rounding.Slide38

SHRM Survey: Workplace Bullying

Response rate = 15%

Sample composed of 401 randomly selected HR professionals from SHRM’s membership

Margin of error +/- 5%

Survey fielded May 9-27, 2011

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Methodology

For more poll findings, visit

www.shrm.org/surveys

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