The purpose of my documentary research into the topic of workplace bullying has been to ask several questions – chief among them is:
Can workplace bullying be defined? If so, how and who decides? How do we avoid – and recognize – false accusations?
Below are some popular ways of defining workplace bullying that may be doing more harm than good. This article recognizes the work of those who have gone before and is respectfully intended to break down silos and build bridges that encourage broader more inclusive discussion as we move closer to a legislative solution.
1. NO HARM, NO FOUL: Continue reading →
Lately a slew of major newspaper and television news stories have highlighted woman on woman bullying. Almost all of them quote advocates who say that “status blind” harassment is legal. But, that’s not always true. If a woman can prove that, as surveys show, she’s being singled out by a female boss because the bully feels more comfortable harassing women than men then she may well have a claim under Sexual Harassment. Why is it so important for advocates to keep the message as pure as possible? While dramatic messages sell papers, books, and can propel the agenda of a cause it can also unfairly limit the needed information that traumatized victims/targets receive. ALWAYS speak with an attorney to understand the options that may or may not be open to you. Continue reading →