It takes courage to speak up about inappropriate behaviour at work and from experience we know that CIPD members reach out to their peers here in our Community. There is quite a bit of evidence from these forums that this behaviour is quite common, and we often discuss what we can do if allegations are made.
We have a specific group to discuss bullying and harassment (although I've posted this to an open access group for a wider circulation).
This is in the news again at the moment and it would be good to hear how you think HR should tackle bad behaviour and toxic culture in the workplace.
Sharing experiences helps us all to have the confidence to step up and lead in creating safe cultures for everyone.
CIPD research shows mixed and disappointing results on the ability of managers and organisations to deal compassionately and effectively with complaints.
The people profession must be at the forefront of fostering open, inclusive working cultures that don’t tolerate inappropriate behaviour anywhere in the organisation. People need to know they will be listened to, treated fairly and that complaints will be acted on quickly and resolved. This gives a clear signal to the workforce that bullying and harassment won’t be tolerated and supports better working lives for everyone.
Conflict ranges from low-level differences of opinion to more serious incidents of bullying and harassment. These can become even more likely if bad habits become entrenched in company culture, so it’s vital that we and our employers are proactive, and act swiftly on any unwanted behaviour.
Finally, I just wanted to signpost our resources on navigating this space here.
