Deadlier than the male?
Most of the high-profile cases involving bullying have involved male managers. However, a new case warns of the perils of overlooking situations where the aggressors are all females. What’s the latest you need to be aware of?
A different kind of bullying
Tribunal cases involving bullying have been in the news quite a bit in recent months, particularly those involving large payouts. However, what’s interesting about the latest one to hit the headlines is that the perpetrators were all female. Nevertheless, the amount of money involved and other recent developments mean that such a situation is not one to be overlooked. What’s the latest on this?
Low-down on bullying
According to new research by the employment law firm Peninsula, 81% of the 1,300 employees interviewed had been bullied at work. Yet only 11% would definitely complain to their boss. The reason put forward by 77% is that managers don’t care. Yet, 87% of the 2,000 employers interviewed don’t consider bullying to be a problem in their workplace. It’s likely to be for this reason that another large city bank has just got its fingers badly burnt.
Schoolgirl behaviour
The type of behaviour that qualifies as bullying was looked at recently in Green v Deutsche Bank Group Services (UK) Ltd 2006. Helen Green (G) had worked for the bank since 1997 until her departure in 2001. She alleged that she had been targeted by four female colleagues with behaviour that included; having papers removed from her desk, her name removed from circulation lists plus more conventional bullying such as verbal abuse and being ignored. Initially, this behaviour reduced her to tears and she received stress counselling. Her employer also paid for her to receive assertiveness training. However, it didn’t tackle the bullying itself. In September 2000, G had a mental breakdown and was on suicide watch in hospital. She returned to work five months later but relapsed. Her job was kept open, but as she didn’t return, her contract was terminated.
Harassment claim
G brought a claim in the High Court (due to the amount of money involved). She alleged that she had been harassed by colleagues and hadn’t received enough support. The bank denied this and argued that G was vulnerable to mental illness. The judge found that there had been a campaign of bullying and harassment and that the bank’s management had been weak and ineffectual. Whilst G was awarded over £800,000 in damages and lost earnings, £640,000 of this was for loss of future earnings and pension rights.
Don’t be reactive
This is proof that you shouldn’t underestimate the effects of what you might consider to be just childish antics amongst a group of catty females. This is particularly so as the House of Lords have confirmed that employees can now bring a new type of claim under the Protection from Harassment Act 1997.
Tip. If you’re aware of, or suspect a problem, you must tackle it, even if it means upsetting other female workers. The easiest way of doing this is to speak with all those involved (including witnesses). If there are signs of bullying, warn the perpetrators that if it doesn’t stop immediately, you’ll start disciplinary proceedings against them. In effect, you’re offering them an amnesty.
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