CIPD insights on workplace bullying and harassment

Expert advice on handling workplace bullying and harassment in the wake of new legislation

The CIPD recently published new research about how employers are handling bullying and harassment at work, and experts, like Jane-Bradshaw Jones, HR Business Partner as AdviserPlus, provided comment to People Management Magazine in this article. They urge organisations to implement robust policies to address workplace conflict, as shockingly only a third of employees who’d had a conflict at work in the past year felt that it had been resolved.

This an even more pressing issue if the bullying or harassment is of a sexual nature, with the new Worker Protection (Amendment of Equality Act 2010) Act 2023 which comes into effect on October 26th 2024. The updated legislation increases employer accountability for creating a safe and inclusive workplace. Non-compliance under the amendment to the Act, can lead to substantial fines, harm to the company’s reputation and potential legal consequences, read more about how to prepare for the changes here.

We asked Jane about the CIPD study, and what organisations can do to improve conflict management, what she thinks is hindering effective tracking of incidents and how having accurate data collection and management is essential for analysis and proactive resolution of reoccurring issues.

Outdated tools and inadequate policies are hindering management of bullying and harassment

I think the disparity we’re seeing highlights several areas where many organisations could improve. One major aspect is ensuring that policies and tools are up-to-date and clearly communicated. Even with the best intentions, conflict resolution strategies might not be effective if they are outdated or not well understood. Managers could also benefit from enhanced training to apply these policies effectively, particularly when it comes to handling difficult conversations and addressing mental health concerns with their teams.

One significant challenge I see is the reliance on outdated tools like spreadsheets for managing and analysing employee relations cases. Such tools can make it difficult to gain accurate insights and track incidents effectively. Implementing modern data management tools is crucial. This allows organisations to capture, categorise, and analyse incidents more accurately, helping to identify patterns and address recurring issues proactively.

The importance of modern data management for conflict resolution

Data visibility and accurate recording of incidents are essential for understanding the true scale of workplace issues. A structured approach to tracking disciplinaries and grievances ensures that each incident is handled appropriately and fairly. Proper processes and tools help to prevent issues from escalating by making it clear that concerns will be flagged and addressed. When data is accurately recorded and analysed, it reduces the risk of issues being overlooked and supports a more effective response. Exit interview data is also crucial as this will give an insight into why employees are leaving the business. Many may not feel comfortable verbally raising their concerns but may feel that an anonymous survey is the safest way to get their views and issues across.

Bullying and harassment policies should be built into your on boarding process for new employees

Encouraging new employees to actively engage with workplace bullying and harassment policies is also vital. Employees should receive thorough onboarding regarding these important guidelines. It’s crucial that new hires not only learn about the policies but also understand them clearly and know how to apply them confidently. This helps them contribute positively to the workplace culture from the start.

Provide continuous training to keep policies effective

Regular refresher training plays a vital role in keeping policies relevant and top-of-mind. While initial training is important, ongoing sessions help reinforce the policies and update employees on any changes. Continuous education leads to high levels of awareness and engagement, empowering managers to address issues effectively and reducing the likelihood of problems being overlooked or mishandled. Policies should be easily accessible, promoted and simple to understand. They should also include some common ‘what if’ scenarios to ensure that colleagues are aware of what could constitute bullying and harassment rather than just the definition.

To effectively resolve conflicts, including those involving bullying and harassment, organisations should adopt best practices such as regular policy updates and the use of modern data analysis tools. Managers should receive ongoing training to handle difficult conversations and mental health issues adeptly. Clear procedures and accountability measures further support efficient conflict resolution.

The CIPD report comments on how challenging it can be for managers to take on people management roles whilst also completing their operational role, especially if they haven’t been equipped with the training and confidence to manage conflict. In this recently produced whitepaper, it’s discussed how line managers are under an incredible amounts of pressure. In an era of rising mental health challenges, hybrid work complexities, and evolving employment laws, people managers are the first port of call for complex people issues, and they can be the frontline defence against legal claims. But many managers—promoted for performance, not people skills—find themselves unprepared for their new responsibilities.

The whitepaper discusses the pressing need to transform “accidental” managers into accomplished leaders, and as the CIPD report recommends, ensures they are equipped to handle today’s employee relations complexities confidently and play a critical role in preventing disputes.

Empower managers and employees to create a positive work environment

It is essential to create an environment where employees feel safe reporting cases of bullying or harassment without worrying about retaliation. Offering anonymous reporting options and implementing robust anti-retaliation policies help create a more secure and trustworthy space for raising concerns. A culture where employees feel valued and heard supports effective issue resolution and promotes a positive workplace atmosphere. Be open with what training your leaders are going through to help support their teams and encourage all in the business for their ideas on what can be done differently.

By addressing these areas and implementing best practices, organisations can significantly enhance their conflict management strategies and improve the

overall work environment. Ensuring that policies are well understood and regularly refreshed, alongside maintaining accurate data and empowering managers with robust tools, enables employers to better support their employees and create a more effective conflict resolution framework.

If you need to overhaul your policies and are considering bringing in external expertise to help, take a look at our HR policy support services or to discuss transforming your employee relations delivery model, get in touch now.