Close to a quarter of workers in Singapore reported themselves to have experienced workplace bullying last year, according to figures from a 2012 JobCentral survey which sampled over 2,200 local respondents.
Going by the www.bullyingstatistics.org definition that workplace bullying involves receiving unreasonable, embarrassing, or intimidating treatment from one or a group of co-workers, manager/supervisor, or employer, it would appear that employee experiences documented in the JobCentral survey—verbal abuse, personal attacks, being ignored—can be deftly grouped as workplace bullying. But there is also the concept that the behaviours are repeated and persistent (HRM Asia, 1 Oct 2013; cf. the definition of bullying in the context of school-age children).
Clearly, a workplace which tolerates bullying is highly unlikely to win the award for most supportive workplace environment. In contrast, having a zero-tolerance policy and a workplace violence prevention policy (here’s a sample policy from SMEToolkit), as well as workplace training programmes for managing aggression (here are some tips from Yahoo! News, 23 May 2013), are signs that your employer is working towards providing a supportive environment. Having clear guidelines and an explicit zero-tolerance policy at the workplace regarding sexual harassment (this article in SimplyHer, March 2011 suggests a plan of action) and online harassment (nobullying.com suggests a firm policy against cyberbullying) are essential components of a supportive workplace.
A supportive environment at the workplace is more than receiving free fruit, having exercise balls instead of chairs, pocket money to buy yoga mats, badminton rackets and shuttlecocks, shower facilities, and a staff canteen ever ready to dish out chor bee (unpolished rice) and whole-grain-beehoon for lunch (though these are nice to have). It’s a social environment in which we’re free to focus on the job at hand without having to worry about psychological cold war at the office and unfair distributions of workload and responsibilities among team players.
And we’re only going to be engaged at work if our work environment is safe. Remind your bosses of that on this International Day of Happiness…in case they forgot.