In our previous article, A Stitch in Time Saves Nine, we discussed the importance of addressing workplace bullying and harassment proactively to prevent escalation. We highlighted the significant impact of these behaviours on individuals’ well-being and on
overall workplace productivity. Additionally, we explored the legislative protections,including the Employment Equality Acts, which provide guidance on preventing and addressing harassment and bullying based on discriminatory grounds. By examining case
law, we underscored how early intervention and proactive policies can foster a safer workplace culture and reduce the risk of severe legal repercussions. Finally, we outlined practical steps organisations can take, such as developing a culture of zero tolerance,
implementing clear anti-bullying policies, and providing training and support to empower staff to address issues before they intensify.
Creating a safe, harmonious workplace is more than just a compliance requirement; it's a commitment to the well-being of every team member. With Ireland’s comprehensive laws and standards, including the Safety, Health & Welfare Act 2005 and the Code of Practice for Employers and Employees on the Prevention of Bullying & Harassment at Work 2020, there’s a solid foundation to support both proactive and reactive measures.
However, for these frameworks to be effective, organisations must engage in training, early intervention, and ongoing support.
1. Foundations of Awareness: Training as the First Line of Defence
A robust training program lays the groundwork for employees to understand what constitutes bullying and harassment and how they can access support. At ERA Ltd, we emphasise that this process should begin with HR Induction Training & Appropriate
Behaviour Training, where new employees learn the definitions of bullying and harassment, understand behavioural boundaries, and explore conflict resolution options. The aim is to clarify what is and isn’t acceptable behaviour from day one and to encourage open communication as a foundational skill. Training programs also highlight the initial steps available to employees should they experience or witness problematic behaviour. By focusing on this knowledge early, organisations empower employees to communicate effectively, reinforcing that they are in a safe space to do so.
2. The Initial Informal Process: Encouraging Open Dialogue
Many instances of workplace conflict can be addressed before they escalate by encouraging employees to engage in an Initial Informal Process. In this process, employees discuss concerns directly with the person involved, allowing a chance for mutual understanding and, ideally, resolution. At ERA Ltd, we support and train employees in this process, helping them learn how to have these conversations constructively and safely. With our facilitation, employees often find that this approach can lead to a healthier, more collaborative work environment, as both parties come to understand each other’s perspectives. Open dialogue and clear communication within the Initial Informal Process are essential in fostering a respectful, inclusive workplace where individuals feel empowered to address misunderstandings and build stronger working relationships.
3. Moving to the Secondary Informal Process
If the Initial Informal Process does not resolve the issue, a Secondary Informal Process can be initiated. In this stage, a facilitator – often from an external consultancy like ERA Ltd – works with both parties to explore a solution. This secondary step allows individuals to articulate their perceptions and needs more deeply, with support to help them navigate the conversation. In a diverse workplace, it is crucial to be mindful of different cultural norms, values, and communication styles, as misunderstandings can sometimes stem from these differences. Linking back to the Employment Equality Acts, this process reminds employees and employers alike to act respectfully, taking into account varied backgrounds and experiences.
4. Understanding Intentional and Unintentional Behaviour
Our experience at ERA Ltd often highlights that not all disruptive behaviours are intentional. In many cases, the person may not even realise that their actions are causing discomfort or stress. However, intentional or not, it is essential that such behaviours are addressed appropriately. Often, the Secondary Informal Process helps bring these issues to light and fosters awareness, helping all parties involved to develop greater respect and understanding in the workplace.
5. When Informal Processes Are Not Enough: The Formal Route
In cases where informal efforts do not succeed, or where the behaviour is particularly severe, a formal investigation may be necessary. At this stage, the involvement of an impartial and qualified third party is recommended. ERA Ltd provides external support and guidance for formal processes, helping organisations manage these investigations with fairness and transparency. If required or preferred, ERA Ltd can step in and carry out the investigation for the organisation. Ensuring that investigations are fair and well-documented is key to adhering to Irish workplace legislation and upholding standards of due process. An external perspective, such as ours, helps to safeguard the integrity of the process, particularly in complex cases that require sensitive handling. Having conducted numerous investigations, we have developed specialised workshops and bespoke webinars on conducting formal bullying and harassment investigations, addressing the technicalities and policies that must be adhered to and included in organisational Staff Handbooks.
6. Embedding Clear Policies into the Staff Handbook
A clear and accessible employee handbook is essential for any organisation aiming to maintain a safe and supportive work environment. This handbook should outline in detail the steps for addressing bullying and harassment, starting from informal measures through to formal complaint procedures. This level of transparency is not only legally required but also helps employees feel secure in knowing their rights and the pathways available to them. Our approach at ERA Ltd involves collaborating with organisations to develop and refine these policies, ensuring they align with Irish legislative requirements and best practices. This comprehensive approach helps employees feel supported and reassures them that any complaints will be taken seriously.
7. Fostering Inclusivity and Respect in the Modern Workplace
In today’s workplaces, with diverse teams bringing varied perspectives, cultural
awareness is crucial. Both employers and employees share the responsibility of creating
a workplace free from bullying, harassment, and discrimination. The Employment
Equality Acts protect individuals based on gender, civil status, family status, sexual
orientation, age, disability, race, religious belief, and membership in the Traveller
community. Fostering inclusivity within these grounds not only complies with legislation
but strengthens organisational culture by promoting mutual respect.
At ERA Ltd, we train leaders and employees to understand and respect cultural
differences and encourage a zero-tolerance approach towards any behaviour that might
infringe upon these principles.
8. Ongoing Support and Education: Creating a Continuous Culture of Respect
Finally, it is important to recognise that building a respectful workplace culture is not a
one-time achievement; it requires continuous education, reinforcement, and support.
Regular training sessions, workshops, and team-building exercises help reinforce a
culture of respect. By periodically revisiting topics like communication skills, empathy,
and conflict resolution, employees remain aware and aligned with the organisation’s
expectations.
Furthermore, regular workshops on communication and conflict resolution can act as
preventative measures, strengthening the foundation of a respectful workplace. At ERA
Ltd, we are committed to assisting organisations through ongoing training and support
services, providing resources that adapt to the evolving needs of the modern workplace.
Conclusion
Prevention truly is better than cure, and at ERA Ltd, we believe that proactive measures,
early interventions, and open communication are the pillars of a safe and inclusive work
environment. By adhering to legislation, training employees, promoting open dialogue,
and supporting individuals at every stage of conflict resolution, organisations can create
a workplace that not only mitigates bullying and harassment but fosters respect and
cooperation.
Together, we can build workplaces that prioritise the well-being and dignity of every
individual, ensuring a thriving, productive environment for all. Remember, ERA Ltd is
here to support your organisation every step of the way, whether through early-stage
training or formal investigation guidance. We’re only a call or email away, ready to help
create workplaces where everyone feels valued and safe.
