An advocate's story of being pushed out of a museum from workplace bullying

Uncategorized Oct 28, 2018
Derek worked in a museum as a Museum and Gallery Assistant. He considered his line manager a serial bully. "The bullying was covert. It took me five years to understand that I was being bullied at all," he explained. "Bullying tactics ranged from a blame culture to micromanaging. The controlling bully got some type of kick from seeing his staff suffer and struggle under their large workloads. He would often come in late, do little work, panic, and them spread that panic onto others. He was lazy and manipulative, hiding his incompetence by taking credit for other people's work yet putting their work down."
The bullying made Derek feel stressed out, tired, and that his work was never good enough. He developed constant headaches.
Then the bullying escalated.
"Once I confronted the line manager on his behavior and made a formal grievance a few years later, his bullying escalated. The bully acted like the victim and called me a bully," Derek said.
Even worse,...
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How workplace bullying can lead to homelessness

Uncategorized Aug 21, 2018

There’s a stereotype that homelessness results from physical and mental disabilities. But experts say that most homeless people “have been thrust into homelessness by a life-altering event or series of events that were unexpected and unplanned for” (

According to Homeaid, those life-altering events or series of events include:

  • Loss of loved ones
  • Domestic violence
  • Divorce and other family disputes
  • Job loss

Experts believe that addressing these issues can help end homelessness in America.

A deeper look into job loss
Job loss often results from mistreatment. While some find themselves unemployed after firing from poor work performance or layoffs from cutting expenses, many are either forced out or quit from mistreatment. In fact, 66% of aggrieved employees quit to end the bullying says The Conference Board Review. (Even if employees don’t quit from bullying, depression and post traumatic stress disorder alone from bullying can...

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The financial costs of workplace bullying to businesses and targets

Uncategorized Aug 14, 2018

Workplace bullying is bad for business; it leads to decreased productivity, lower morale, increased absenteeism, and attrition.

Workplace bullying, by definition, happens at work. It interferes with the target’s confidence that her or his livelihood is assured. Broad societal economic crises threaten millions of workers at the same time and impersonally. Bullying is a laser-focused, personalized economic crisis affecting the target and her or his family. When bullies have control over the targets’ livelihood (as in 72% of situations), they have tremendous leverage to cause financial pain. Single parent workers are the most vulnerable.

Economic harms to businesses

Keeping a bully on staff is the equivalent of burning a big pile of money in the back of your building. But how much does it cost, exactly? The Workplace Bullying Institute (WBI) explains the hidden and not-so-hidden costs of allowing bullying in the workplace.

A simple formula for calculating costs


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Study shows that workplace bullies feel entitled and not accountable

Uncategorized Aug 07, 2018

We know workplace bullying can harm a target’s health, leading to such issues as anxiety, depression, post-traumatic stress disorder, and even suicide. But what about the bullies? Publishing their findings in the October 2016 Journal of Business Ethics in “Victim and Culprit? The Effects of Entitlement and Felt Accountability on Perceptions of Abusive Supervision and Perpetration of Workplace Bullying,” researchers focused on the problem — what makes a bully bully. They determined that bullies feel less accountability and more entitlement than those who don’t bully. “There’s an indirect relationship between entitlement and coworker bullying through perceptions of abusive supervision that is stronger for employees who report lower levels of felt accountability than employees who report higher levels of felt accountability,” said the researchers.


Take Your Dignity...

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Why bullies get ahead at work

Uncategorized Aug 02, 2018

“Excellence isn’t usually what gets you up the greasy pole. What gets you up is a talent for maneuvering. Kissing up to the people above you, kicking down to the people below you,” says leadership speaker William Deresiewicz. Most of us who find ourselves bullied at work wonder how on earth the incompetent bullies get ahead while the competent and ethical targets stay at lower ranks with less pay and responsibility.

Here are two reasons why bullies get ahead at work:

  1. Our culture rewards narcissism and selfishness. We live in an oppressive culture where enough people believe those who think they’re more important and entitled than others — and allow toxic behavior. When a bully simply takes power and feels entitled to dictate, belittle, control, or manipulate the target by calling him or her “sensitive” or “emotional,” and we or leaders believe the dismissal of the target...
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Completely absurd reasons why bullies get ahead

Uncategorized Jul 31, 2018

So you have a reputation of being a go-to person at work. One who gets things done and gets them done well. One who wants your organization to be great.

But suddenly you look around, and it’s the selfish, incompetent ones clawing their way to the top while you’re stuck reporting to them, making less money than them, and getting bullied by them.

So what’s the deal? How did this illogical power structure become so common?

  1. They’re great at maneuvering. They kiss up and kick down, so those who promote them either don’t see the damage they cause or don’t care about the damage they cause, but everyone else does.
  2. They’re entitled. When bullies simply take power and feel entitled to dictate, belittle, control, or manipulate targets by calling them “sensitive” or “emotional,” and others believe the dismissal of the targets rather than hold the bullies accountable, bullies get ahead. But...
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There’s one group most likely to get bullied at work

Uncategorized Jul 24, 2018

If we were to create a workplace bullying target persona, she would be a 42-year old, college-educated, full-time, non-supervisory, non-union worker in healthcare, education, or the government, according to a 2013 Workplace Bullying Institute (WBI) poll.

Workplace bullying targets are most often motivated to help others. “They are prosocial, the do gooders. People entering those fields want to heal, help, teach, develop impressionable minds, and see the good in others. While focused on the work, with their backs figuratively turned to the politics and abusers in the workplace, they bring a vulnerability to attack. And like all targets, they only seek to be left alone to do the work they are paid to accomplish,” says WBI. And this mindset generally falls along gender and industry lines.

A WBI poll one year later verifies these claims. Bullied targets and witnesses said that those targeted with abusive mistreatment were often kind, giving,...

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Study shows “growing a thick skin” and confronting a workplace bully does absolutely nothing most of the time

Uncategorized Jul 17, 2018

Some say that how you respond to a bully from the first sign of abusive behavior might thwart off bullying behavior. But what happens when it takes time to detect the bullying behavior? Is the “grow a thick skin” mentality even logical based on what’s worked with workplace bullying targets?

In a 2013 Workplace Bullying Institute (WBI) poll, nearly 70 percent of respondents DID have a thick skin and confronted the bully. And in more than 93 percent of cases, confronting the bully did NOTHING to stop the bullying, regardless of whether they confronted the bully immediately or months later.

The conclusion is that growing a thick skin has no bearing on the bullying since abusers don’t stop when faced with resistance from their targets. So for those of you who assert that we don’t need a law because standing up to bullies will end it: you fall within a seven percent group that confronting bullies worked for. For the overwhelming majority, confronting...

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The truth on why workplace bullying happens

Uncategorized Jul 12, 2018

2012 Workplace Bullying Institute (WBI) poll reveals these top ten reasons as to why bullying in the workplace happens, according to targets and witnesses:

  1. Bullies are not punished and thrive.
  2. Laws to stop it are either absent or too weak to be useful.
  3. No one in the organization has the will to stop it.
  4. Coworkers stand idly by and fail to stop it.
  5. The workplace culture rewards cutthroat behaviors.
  6. A few hyper-aggressive individuals have psychological and social problems.
  7. Executives/owners/senior managers are the bullies.
  8. Bullying is part of the larger society and culture.
  9. Bullies follow orders from the top.
  10. No one in the organization has the power to stop it.

The top reasons dissected

  • The top of the top reasons are employer-focused. Employers set the culture for the work environment top-down. Without consequences for bullies and the will to stop bullying, bullies thrive. And without strong laws, employers won’t bother to hold bullies...
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How often an employer doesn’t believe a workplace bullying target

Uncategorized Jul 10, 2018

Often jealous of their targets, workplace bullies treat targets like they’re nuts. “People who find themselves trapped in a bullying scenario can attest to the crazymaking, irrational nature of the mistreatment. Much of the harm caused by the abusive conduct stems from the shattering of targets’ beliefs about fairness. First, they are typically the high performers who unknowingly trigger the envy of perpetrators. Targets are aware of their work skill at a deep personal ontological level. Perpetrators come into their lives who determined to reject the agreed upon perceptions of the targets’ skills,” says the Workplace Bullying Institute (WBI).

How workplace bullies get away with their toxic behaviors
Here’s how others come to believe the target is the problem, not the bullying, according to WBI:

  • Abuse of power. “Perpetrators often use their formal (by organizational rank) or informal power to state the obviously opposite perception about...
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