At one point in time, it was normal for women not to vote. But advocacy changed the common way of thinking. It wasn't just a change of law. It was a movement.
While we want workplace abuse legislation passed, we’re also changing the common way of thinking about employees — that employees' mental well-being matters. We're not just saying that a bill needs to pass. We’re moving the needle, each one of us, one by one, to say that mental health matters at work. We’ll look back on this movement and think how absurd it is that workplace abuse is allowed — just as we think not allowing women to vote was absurd.
Imagine workplaces based on mutual respect, places where people can contribute and feel valued and important, where workplace abuse isn't acceptable, but growth and support are. How do we get there? What might the roadmap look like?
Let's take a look at other social ills: murder, rape, domestic violence. At first we deemed these problems to be...
If you think workplace bullying is a bigger issue than managers often suspect, you’re right. Research supports that workplace bullying simply often goes unreported but it’s still happening. In their Employee Rights and Employee Policy Journal article, Researchers Loraleigh Keashly and Joel H. Neuman said a study of the VA healthcare system, the VA Project, showed a gap between those who experienced workplace bullying and those who reported it their experience to a supervisor. “Of the people identified as being exposed to bullying behavior (36 percent of the total sample), 53 reported their experience to a supervisor. An even smaller proportion (15 percent) filed a formal grievance.”
Possible reasons for not reporting bulling behavior at work:
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