Category Archives: sexual harassment

The Bully in the Ivory Tower

January 16, 2012bullying, cyberbullying, sexual harassmentbully, bullying, harassmentleahhollis

The Bully in the Ivory Tower

Bullying was once labeled as the childhood rite of passage; something we endure on the playground. However, it has transcended from the playground to the work ground. Bullying on the work ground is pervasive, escalating hostility and berating behavior that is exhibited in mistreatment on the job. The bully on the work grounds can make any organization a toxic workplace environment. Bullying is similar to harassment, making the subject the target of escalating, demeaning and damaging behavior. However, harassment is when the target is from a protected class (facing discrimination because of gender, race, religious, national origin or disability); bullying, on the other hand is a class free assault on the target. The former is illegal under the Title VII Civil Rights laws; the latter, bullying, is still legal in the United States.

In the last five years, studies have been conducted which reflect on workplace bullying. Namie & Namie of the Workplace Bullying Institute studied 7,740 adults nationally in 2007 and reported that 37% of American workers have faced bullying on the job. Women are more likely to be the target of bullying and female targets tend to quit the job 45% of the time. Further, when employers are made aware of the bullying, 62% of the time, the situation escalates for the target or nothing happens (Namie & Namie 2009). Disengagement and turnover caused by bullying costs American corporations over $64 billion (yes with a B) a year.

Further, there are several studies which reveal bullying characteristics in our secondary schools. Of late, tragic stories have come forward of students who have reached out for help to stem bullying at school. Students who emerge from an alternative life style, are overweight, or from different religions tend to be the targets of school yard bullying. Some children have lost hope and tragically taken their own lives for relief. The response has been to pass particularly stringent anti- bullying laws in education, with New Jersey having the toughest anti- bullying laws in the country.

This discussion, however, whether workplace bullying, or school yard bullying, misses the application to higher education. The Ivory Tower is supposed to emerge from intellect and enlightenment, showing the way to the American dream through education. However, if the higher education sector is a subset of American culture, it would seem the shadows of bullying would fall even here. Consequently, the structure of higher education is dissimilar from corporate structures given the tenure track system, the reliance of scholarship, and reason which philosophically might not be tied to quarterly balance sheets. Subsequently, bullying would manifest in ways yet examined by previous studies. The result of a disengaged higher education staff, or faculty could have a direct impact on the academy’s function of enrollment, scholarship, advancement and student matriculation.

I would also argue that the casualties of bullying in higher education are not just the immediate target, but the students we strive to serve. Imagine teaching a class after being bullied. The emotional capital required to connect with students has been spent on defending against the bully. Student service administrators need to focus to advise students, guide students, and serve students, as many students come to our campus with previously identified chronic issues themselves. The bullied student service administrator has also spent his or her emotional capital surviving a toxic work environment, and potentially has precious little energy to invest in students. Invariably, when I speak with my colleagues in higher education, most have commented on the disappointment they endure when realizing that bullying has invaded their departments. Some of these colleagues admit that they just don’t have the energy for a new project, refreshing ideas and student engagement. They are emotionally exhausted while trying to make it through another disrespectful day in the academy.

While bullying is still legal, it is clearly destructive. Higher education, like many other sectors, suffer from bullying advances and will continue to endure such without proper policies and professional development to prevent bullying and hostility for all faculty and staff members. Incivility in the academy doesn’t just affect university employees; it has a direct effect on the next generation of students that we influence through education.

Dr. Leah Hollis, a Martin Luther King Fellow, SED ’98, and 20 year veteran of higher education administration, is currently the president of Patricia Berkly LLC, a diversity training group in greater Philadelphia. Her recent work includes trainings and webinars on discrimination and workplace hostility.

Constani and Gibbs (2004) Higher Education teacher and emotional labour. International Journal of Educational Management. 18. 4/5

Namie, G and Namie, R. (2009) The Bully at Work. What you can do to stop the hurt and reclaim your dignity at work. Sourcebooks. Napersville, IL.

Cyberbullying at work

January 13, 2012bullying, cyberbullying, sexual harassmentleahhollis

Cyberbullying at work

Is your networking naughty or nice? Cyberbullying at work…

Businesses and all organizations are moving literally at the speed of light. Through the constant access with blackberries, smart phones and notebooks, we can communicate strategies and objectives on the fly and respond in seconds to threats or opportunities. While we are LINKEDin, tweeting friends, and liking our space, the information we offer has an immediate impact on business, positive or negative.

Many small businesses are relying on that cyber shingle to attract potential clients to their websites. The power of SEO, and social networking minimizes costs for the small business owner, and enables any organization to reach 100s of thousands of people from a desk top. In addition to services, the power of cyber network allows for virtual and distance learning training opportunities and virtual meetings which eliminate costly travel time.

These networking tools were meant for good not evil; yet when malice enters the equation, cyber networking capabilities turn into a virtual nightmare for the target. The power of the internet has been used to manipulate and harass employees.

By definition found in the Megan Meier Cyber bullying Prevention Act; Cyber bullying is when someone “transmits in interstate or foreign commerce any communication, with the intent to coerce, intimidate, harass, or cause substantial emotional distress to a person, using electronic means to support severe, repeated, and hostile behavior, shall be fined under this title or imprisoned not more than two years, or both.” While the term cyber bullying in many circles is applied to children and adolescents, bullying in any form in the workplace is destructive and costly to the organization. Some estimates reveal that the bullying costs organization over $64 BILLION a year.

In the workplace, bullying online or cyber bullying includes circulating inappropriate pictures of the target, making fun of the target or telling inappropriate jokes in email. More subtle forms of online bullying humiliate the target regarding a work situation; berate the person for job performance, or openly and rudely questioning the target’s expertise. These messages circulated through email and workplace electronic bulletin boards use technology to create a toxic workplace. When networking technology is used to hurt the target, the results are similar to on ground bullying. The target faces emotional distress, withdraws from workplace activities and socialization. Cyber bullying on the job creates anxiety for the target and the others witnessing or in this case reading the bullying behavior. When an organization fails to stop cyber bullying, they in fact permit the inappropriate use of technology and harbor behavior which jeopardizes organizational productivity.

Just like any tool, networking has amazingly productive applications which can have a positive impact on the organization. However the negative application to bullying will generate costly turnover, and create a disengaged staff that spends more time avoiding the bully than concentrating on organizational business.

Solutions for organizations

Create a healthy work environment where cyber bullying or any other form of incivility is halted and prohibited by policy.
Have clear policies about privacy and misuse of technology. Even events that occurred outside of work, yet inappropriately broadcasting personal and private information are actionable offenses.
State clearly the acceptable use of facebook, twitter, LINKEDin or other internet based networking tools used for professional networking.
Train managers and supervisors how to handle cyber bullying and bullying to maintain a healthy workplace.

STOP! workplace bullying

January 10, 2012bullying, sexual harassmentleahhollis

STOP! workplace bullying

We might have thought bullying was one of those things we endure as kids, but it is no coincidence that during a recession and season of budgets cuts, bullying has taken a serious foothold in schools and in the workplace. Stressful situations breed workplace bullying as it triggers insecurity and the need to have absolute control in these stressful environments. Ironically, the last thing a stressful situation needs is a bully who brings more stress to the environment.

Workplace bullying brings emotional and psychological attacks to staff who then spend time fending off the threat, instead of time focusing on being productive. Why then don’t organizations crack down on workplace bullying if it is so destructive?
1. Workplace bullies are often the boss, welding control, even threatening targets with demotion or job loss if they don’t comply with unreasonable demands.

2. Organizations often protect their management- the workplace bully-, even when management is wrong, therefore targets subordinates quietly suffer and plan an escape instead of addressing the problem.

3. Staff often makes excuses and won’t address the workplace bully: there is not enough time, or not enough energy to address the toxic personality.

Patricia Berkly LLC offers some organizational solutions to help everyone maintain a healthy work environment and stop workplace bullying. The time spent to put protective measures in place will help to maintain quality and productive employees.

1. Establish a culture of zero tolerance with strong anti- workplace bullying policies. Be clear about what behavior is acceptable and the steps the organization will take to protect itself from a workplace bully.

2. Follow that policy. Too often organizations craft wonderful policies, yet fail to follow them, or apply them inconsistently. This allows workplace bullying to flourish.

3. Offer regular and consistent training to address workplace bullying. With natural attrition, any staff needs training. Such training will also empower staff as a whole to address workplace bullying as the grassroots level.

4. Establish information interviews with staff as a standard operating procedure to stamp out workplace bullying. In addition to other aspects of the operation which need attention, this standard procedure could also uncover incivility in your workplace.

Protecting your organization from workplace bullying is everyone’s responsibility.

Avoid a toxic workplace

December 21, 2011Discrimination, diversity training consultants, sexual harassmentcultural diversity training workshops, discrimination, harassmentleahhollis

Diversity Training Consultants

Diversity Training Consultants Patricia Berkly LLC

Today’s Need For Diversity Training Consultants Patricia Berkly LLC

Of late, you might wonder if diversity training consultants have been improperly overlooked. There have been several workplace discrimination lawsuits demonstrating the constant need for expert diversity training consultants. Toshiba is facing a $100 million law suit. Bayer employees filed a gender discrimination law suit. 3M Company has agreed to pay up to $12 million to settle a discrimination law suit. Higher education is not immune, with Auburn athletics facing a race discrimination law suit after letting go 10 African Americans. Yale is facing investigation from the Office of Civil Rights. Apparently these organizations need diversity training consultants to help develop an inclusive organizational culture. How can organizations weather the storm of discrimination law suits crossing the country? Diversity training consultants who offer interactive programs can be most helpful; in fact when considering the cost of law suits and settlements, diversity training consultants are worth their weight in gold. Initially organizations may question the value of cultural diversity training consultants; but diversity training consultants can not only create workshops, diversity training consultants can develop other programs and analyze policy. Patricia Berkly LLC is a diversity training consultants group that will also develop a tailored risk assessment so organizations can identify the benefits of hiring diversity training consultants. Interactive training, and long term support and analysis by diversity training consultants can pave the way to equity.

Cain is not Able… It costs more than money to defend an accusation…

December 9, 2011Discrimination, diversity training in companies, sexual harassmentcost of harassment, sexual harassmentleahhollis

Cain is not Able… It costs more than money to defend an accusation…

This message is not about political spinning, indictment or accusation. Instead, let’s reflect on what Herman Cain said as he suspended his campaign. The constant accusations of sexual harassment and the endless distractions of such accusations became too much to bear for his family and his campaign. Despite the ground swell of popularity in the last weeks, a charge of sexual harassment has unraveled his White House dreams.

While every man is innocent until proven guilty, the court of public opinion has voted, and continues to swing its support to other Republican candidates. Since these charges of sexual harassment from Ms. White, Herman Cain endured a 15 point drop in support in Iowa. The number of voters who once wanted to see Cain in the polls, dropped from 22 % to 8%.

But on the other side of sexual harassment, over the years, sexual harassment claims at the EEOC have actually declined. The 2000 fiscal year reported close to 16,000 sexual harassment cases. The 2010 statistics report just under 12,000 claims with the EEOC. The workplace might be evolving into a more women friendly environment as women are officially over 50% of the workplace.

Nonetheless, even with the 20% decline in reported sexual harassment cases over the last decade, the single one that winds up on your door step is the one that looms the largest in your memory. Remember Brett Favre, the Minnesota Vikings quarterback who was mired in constant allegations of sexual harassment. Bill Clinton paid $850,000 to settle the Paula Jones sexual harassment case.

In 2008, eight women charged that two male supervisors at Aqua Tri Pool Company in Irvine, California pressured them for dates and sex, touched them inappropriately and offered promotions in exchange for sexual favors. Aqua Tri Pool paid $463,000 to settle a sexual harassment case. The cost doesn’t stop here; this number doesn’t include the loss of productivity during discovery and deposition stages. Even in the best case scenario, any organization charged with sexual harassment in court often foots $100,000 in legal bills just to defend the charge harassment, discrimination and disparate treatment. Organizations need to be poised to stop the problem before it starts.

· > First is the human resources department staffed to offer regular training? If not, has the organization budgeted for outside trainers to educate managers and staff to keep everyone compliant? Remember, anti harassment policies are only as strong as the people applying these policies to your workplace.

· >Maintain a culture of transparency so all staff feel encouraged to discuss the organizational culture internally, instead of filing external complaints with attorneys.

>Take complaints seriously. If staff think that HR will only support the organization, the staff won’t report small instances, and come forward once a small brush fire of a problem explodes into a conflagration of legal issues.