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Bullying, or inappropriate behaviors, can have a strong negative effect on the wellbeing of employees. At the very least, it could cause conflict in the workplace and lead to a loss of motivation and reduced team spirit. At its worst, it can have serious impacts on mental health, causing anxiety, stress and depression. Prevention is of course the primary aim, to ensure that all employees can come to work confident that they will be treated fairly and reasonably.

Informing all employees about their own obligations, and the expectations of both employer and employee, is a positive step to ensure that everyone understands what is, and what isn’t, acceptable behavior in the workplace. With these policies, it is important to ensure that managers and employees know and understand the contents of the policies, the rights they are afforded under them, and the expectations placed on them by the publication of the policy. When any issues are identified or reported, they must be addressed quickly and thoroughly. As a manager or leader, if you notice or hear any behaviors that you think could be inappropriate, you have a responsibility to act on it.

Ask the person to whom the behavior was directed whether they are concerned about it. It can often be ‘banter’ that doesn’t cause offence or concern, but checking with the person concerned that they are ok with it is important. And even if they say they are, make them aware that if at any time their perspective changes, they can discuss it with you in confidence. If necessary, report the incident to HR. Follow up to ensure that appropriate action is taken. While the risk is often reduced through preventative measures, sometimes well-intended humor can tip over an acceptable boundary into harassment or bullying, without malicious intent, but with serious consequences.