Bullying: What's the Role of Leadership?

- Wednesday, April 05, 2017


Workplace bullying is somewhat of a scourge in modern society. Broadly categorised by Reach Out Australia as any behaviour which is physically, mentally or socially threatening and takes place in the employment context, it can have an enormous impact on staff effectiveness, employee retention, the number and type of worker's compensation claims and, of course, employee happiness.

Legally, employers have a responsibility to ensure that all workplaces are safe for their staff, including preventing workplace bullying. So what are the key things business leaders should be doing to tackle this problem?

1. PREVENTION IS THE BEST CURE

Perhaps the easiest way to deal with workplace bullying is to try and ensure that it does not happen. As suggested by Safework Australia, workplace bullying can best be prevented by the leadership team identifying potential risk factors within the organisation for bullying.

In addition to ensuring that new staff, wherever possible, are likely to mesh with other employees and not experience personality clashes, this process should also involve regular consultation with employees as to their levels of job satisfaction and the quality of interaction with co-workers, conducting exit interviews with departing employees, obtaining regular feedback and ensuring that there are detailed incident reports recording complaints and other potential instances of workplace bullying behaviour.

Being aware of possible triggers for workplace bullying can also be an effective strategy, for example, awareness of the various leadership styles in the organisation. Ensuring adequate communication between management and employees and requesting forthright feedback on work styles and interactions can help to reduce the risk of workplace bullying significantly.

2. LISTEN TO THE ALLEGED VICTIM - AND THE ALLEGED PERPETRATOR

It is important for leaders to be empathetic and open when speaking with a claimed victim of workplace bullying. Remember that the person alleging bullying, whether this has actually taken place or not, is already harbouring strong negative feelings about the workplace, or at the very least certain people in the workplace.

A heavy-handed or suspicious approach by the employer is likely to further upset the employee and worsen the ongoing impact and consequences of the bullying. At the same time, a leader investigating a workplace bullying claim does not need to blindly accept everything put forward by the apparent victim.

Both the "bully" and the "victim" are the employer's responsibility, and both are therefore entitled to have their full version of events listened to and acted upon appropriately.

3. TAKE DETAILED CONTEMPORANEOUS NOTES 

In the worst case scenario, an employee's bullying allegations may become the subject of legal proceedings.

This means a record of conversations and interactions between senior staff and claimed victims of workplace bullying may become essential evidence. In any event, regardless of the possible outcome, it is always best practice to ensure that all conversations with management are properly recorded, not least to make sure that further claims of workplace bullying are not levelled against management!

4. ENSURE IMPARTIALITY 

Depending on the size and type of your workplace, ensuring that investigations are conducted impartially may be difficult. In certain cases, it may be more appropriate to engage external workplace investigators to review workplace bullying complaints.

However, if employers choose to keep investigations in-house, prejudgement of the ‘facts’ or a bias toward one side or the other must be avoided. Where possible, it can be helpful to task someone who doesn’t work directly with either party with the investigation.

Negotiating the many tricky aspects of investigating workplace bullying complaints can be very stressful. At Wise Workplace, we provide advanced training courses in conducting workplace investigations, to make you and your leadership team as self-sufficient as possible. Register for an upcoming course date now.

Unexplained Injuries in Care – 3 Tips for Investigators

- Wednesday, March 29, 2017
unexplained injuries in care

It goes without saying that injuries occur in all workplaces, not just the community sector. Yet there are certain unexplained injuries within care environments that should receive particular attention.

We set out our top three 3 tips for investigators when confronted with an unexplained injury allegation in aged or disability care contexts.

1. FULLY UNDERSTAND THE CARE ENVIRONMENT

Those charged with investigating claims of abuse by carers have a challenging task. Both circumstances and injuries can be ill-defined, with sometimes little to go on in terms of firm evidence. This is due primarily to the nature of childcare and other care environments – vulnerable people often have difficulty explaining that workplace violence hasoccurred.

Patients can be in a frail or vulnerable state for example, with high dependency on assistance with personal care. Bathing, dressing and feeding in sometimes tight spaces with over-worked staff can lead to a number of unintended injuries for both carers and patients alike. The complexities are substantial. However, the need to fully understand when an injury is a reportable incident under new legislation is vital.

Clients and family members might point to an unexplained injury and assume that the care environment is to blame. Yet investigators should assume nothing as they take careful stock of the facilities, mechanisms and personnel involved in that particular care arrangement.

2. INVESTIGATE FAIRLY THROUGH EMOTIONAL TERRAIN

Good investigators know to treat everyone equally during workplace investigations. We maintain a professional demeanour and ensure that all relevant people are heard. Yet communication by investigators in the aged and disability care can require a unique approach to objectivity.

Clients or family members in these environments can express shock, outrage and complete certainty when it comes to the investigation of an unexplained injury. And investigators themselves might be emotionally swayed when faced with allegations of child abuse, elder abuse or disability abuse.

However, an unexplained injury is exactly that – unexplained. Taking into account the communication needs of the client, the tangle of information supplied by families, plus available documentation at the workplace, it is critical to refrain from drawing any inferences throughout the investigation.

3. ComMUNICATE APPROPRIATELY WHEN nEEDS ARE UNIQUE

We need to take into account the particular communication needs of those vulnerable individuals claiming elder abuse, child abuse or disability abuse by a carer. For example, specific communication technologies, scribing assistance, emotional support and/ or advocacy services might form an integral part of investigations into unexplained injuries.

It is essential to understand the nature of the assistance and make objective determinations around interviewing methods. Questions might include: is the scribe or support person related to the injured client? Does the client appear both willing and able to engage with the interviewer? Is there any visible fear, withdrawal or discomfort?

As a corollary, it is vital to avoid any dismissive or patronising communication techniques when interviewing the person in aged, child or disability contexts. We should never assume that they cannot or won’t communicate – particularly if someone else in the room tells us this! As well as having to sport an unexplained injury, it would be disappointing indeed if the injured party leaves an interview feeling ignored, pressured or misunderstood.

THE UNEXPLAINED INJURY – TAKING CARE

Workplace investigators must be extremely careful not to jump to any conclusions when an unexplained injury arises in aged or disability contexts. Keep in mind our three top tips on understanding, fairness and communication in care environments. This will help you to create and manage the best possible workplace investigation. After all, Australians are known for looking after each other well, and a good investigation can ensure that unexplained injuries in the caring sector are dealt with fairly at every turn. 

Our upcoming must-do 2017 investigation training will give you the best possible tools for tackling unexplained injuries in aged and disability care. Join is there, or get in touch to access our top-selling Workplace Investigation Toolkit, plus other professional resources to assist your investigations. 

The Key Warning Signs of Grooming and Sexual Manipulation

- Wednesday, March 22, 2017

warning signs of grooming

As the Royal Commission into Institutional Responses to Child Sexual Abuse has painfully revealed, our most trusted institutions have at times mishandled some of the worst cases of child abuse imaginable.

It is becoming clear to us as a nation that the trust given by children and other vulnerable people to individuals in positions of power is boundless. And it is this trust that can become hijacked via the insidious tactics of grooming and sexual manipulation.

Standing outside of the abhorrent situation, we might ask – how on earth could this happen? Wouldn’t a sexual predator be immediately visible to an employer in a child-focused setting? However, grooming and sexual manipulation work in such a subtle way that even other adults close to the situation can be lulled into a false sense of security.

The new NSW legislation on Reportable Conduct has commendably included grooming as a distinct behaviour that must be reported in child care contexts. It is therefore essential that all child-related employers become aware of the warning signs of child grooming and sexual manipulation in the workplace.

Warning Sign 1: The special relationship

Grooming behaviour can manifest as the slow development of a special relationship between a worker and a particular child or children in care. This might involve the giving of privileges, compliments or treats that might be held back from other children. The child can develop a strong sense of trust and even enjoyment from this relationship, particularly if fun and friendship appear to be the key drivers. Such children might previously have been at the less-confident or lonely end of development, with the perpetrator appearing to have commendably ‘drawn out’ the child.

Warning Sign 2: Returning favours

Once a seemingly trust-based relationship is in place, the perpetrator of child abuse will often connect their special gifts and words with requests for touching and/or emotional favours from the child in return. At first this might not seem like an unpleasant or abusive situation in the mind of an innocent child – after all, they have identified this adult as a friend to be trusted. Observers might in fact see a child drawn to a particular carer quite intensely. It can be heartbreaking to think that this could be the middle stages of a targeted grooming strategy.

Warning Sign 3: The conflicted or ‘acting out’ child

When behaviours gradually move into sexual talk, touching or more overt acts, the perpetrator of child abuse can take a more sexually manipulative stance against the child. The child might resist the abuser, but can be manipulated into continuance of the inappropriate relationship through emotional blackmail. One of the earlier favours granted to the child such as gifts, treats or special games might be threatened or recalled. The child can then become anxious and in some cases will actively seek to appease the sexual abuser. Observers of the situation might see contradictory signs between the once-friendly employee and child. Behaviourally, the child could lash out at others or experience a regression in development.

Make knowledge your strength

Thankfully there is now so much research occurring around grooming behaviours and sexual manipulation in care settings. Further, Australian legislatures are slowly but determinedly developing laws to protect children and to enable the effective reporting of inappropriate conduct in the workplace.

Child sexual abuse tends to arise not from some caricature of an evil villain but in fact via a subtle conflation of grooming, manipulation, child vulnerability and institutional ‘blind spots’. Codes of conduct and training on professional boundaries are just some of the methods that can assist employers in combating the scourge of child sexual abuse by carers.

We actively investigate and advise upon issues within child-focused workplaces. In addition, we have handled grooming complaints between remote student teacher networks, top sporting organisers and athletes, elderly residents in a mixed care facility, bus drivers and passengers, disabled individuals and in-home carers. Every case requires skill, sensitivity and an unbiased examination of the evidence.

Join us in our enduring quest to make workplaces safe for all concerned - not just owners and workers, but for those precious Australian children who inherently trust the adults around them. We are proud to be presenting purpose-built training on Abuse in Care in coming months. Give us a call for further details.