sexharassdoc

Military Rape Victims Speak Out In Documentary

Defense Secretary Chuck Hagel has acknowledged the immediate need to combat sexual abuse and harassment in all branches of the military. This will require major overhauls in how the military approaches sexual misconduct amid allegations that one of the people running a prevention program was guilty of the same abuse. “We have a problem with respect for women that leads to many of the situations that result in sexual assault in our Air Force,” Gen. Mark Welsh told reporters in a lengthy interview in his Pentagon offices [Time Magazine ] The Invisible War, the 2012 chilling Academy Award nominated documentary features haunting testimony from rape victims in the military.

bully keyboard

WARNING: How We Discuss Bullying Can Make Things Worse

Two must read mainstream articles were published this week. USA TODAY quoted an expert, Dorothy Espelage, who argues that because it’s “being used for everything from rolling eyes to ‘not wanting to be your friend’ to sexual assault, the word ‘bullying’ has really obscured our ability to focus on what’s happening… To call what’s happening with 18-to-22-year-olds ‘bullying,’ when in fact some of it is criminal behavior … it’s a disaster.” In Psychology Today Dr. Janice Harper brings the “bully label” argument to adult behavior in the workplace.”I don’t know what scares me more,” she writes, “the memoriesof venomous torment I’ve personally endured in school and in the workplace, or the troubling tide of anti-bullying rhetoric that I fear will do far more to embolden than control those mean-spirited people who consider their behavior acceptable as long as they convince themselves that it’s “deserved.” But I have discovered that to even discuss these concerns often leads to accusations, hostility and silencing responses nearly as aggressive as bullying itself…” Harper makes a strong argument and she’s not the only one pointing to the “demonizing” rhetoric used by “society” as part of the problem. Continue reading

Report From the NY Workplace Bullying Conference

NY Workplace Bullying Conf

NY Workplace Bullying Conf

This weekend I attended a conference about workplace bullying sponsored by the New York State Psychological Association at John Jay College. It was a small turnout and much of the information was familiar overview for those of us who follow this topic but there were some interesting moments that are well worth noting.

In his Keynote address, Dr Gary Namie repeated the unusual argument that without harm there is no bullying [No Harm No Foul] but this time he noted, no surprise, that his definition of bullying is tied to the Healthy Workplace Bill that he is pushing. Yikes! So in order to pass a bill the new definition of bullying means that if I’m following the advice of psychologists surrounding me in the audience and I’m able to cope with the situation I’m in — I’m not being bullied? Something’s wrong here. Maybe the law should be changed and not the science. Continue reading

SEIU’s Workplace Bullying Legislation Stalled

New Hampshire’s 2013 version of the Healthy Workplace Bill HB 591 has been tabled for this year and a rewrite is in the works. Fingers crossed that legislators have recognized the need to remove “malice” from the text because it creates a virtually impossible hurdle for targets of abuse to overcome in order to actually use this law to protect themselves. We’ve written about this before and below is the SEIU article about New Hampshire.  We applaud SEA for getting this legislation started and hope they use this opportunity to bring in new voices as several other states have begun to do in order to craft a target centric approach that’s also fair to businesses (instead of the other way around).  Continue reading

Pima County Puts Witnesses of Workplace Bullying On Notice

Seal of Pima County, Arizona

Last week Pima County, Arizona implemented policy D.23.1 Preventing, Identifying and Addressing Workplace Bullying for their County employees. [D23-1 ]  New rule: witnesses along with anyone who was made aware of behavior that may satisfy the definition of workplace bullying must now report the incident/s.

Many of us who have suffered the damage of working for an abusive boss have dreamed of the day that our co-workers would step in to help. However, this policy is missing the necessary contextual discussion that helps employees understand the important distinction between conflict and bullying. Only two of the 27 examples of bullying included in the policy reference the fact that bullying must be repeated and none recognize that bullying takes place over time.  These actions need to be part of a pattern of abuse. Continue reading