Posts Tagged ‘women targets’
Monday, June 26th, 2017
2017 WBI U.S. Workplace Bullying Survey: Gender & Race
Women are 66% of the targets of abusive conduct at work
Men are 70% of the perpetrator
Hispanics & African-Americans bear the brunt of bullying
The Workplace Bullying Institute commissioned Zogby Analytics to conduct the 2017 national scientific U.S. survey across two days in late April. The stratified random sample of 1,008 individuals represented all adult Americans. [Zogby methodology and sample details here.] It was WBI’s fourth national survey.
We used the definition of workplace bullying that matches perfectly the definition codified in the Healthy Workplace Bill. Bullying is repeated mistreatment but also “abusive conduct.” We asked American survey respondents to consider only the most serious forms of bullying. At work, what has been your personal experience with the following types of repeated mistreatment: abusive conduct that is threatening, intimidating, humiliating, work sabotage or verbal abuse?
Wording of the Gender Question: Think of the perpetrator and target of repeated abusive mistreatment at work. What was the gender of each?
Tags: 2017 WBI U.S. Workplace Bullying Survey, abusive conduct, Gary Namie, gender and bullying, Hispanics most bullied, men bullies, race and bullying, women bullies, women targets, workplace bullying statistics
Posted in WBI Education, WBI Surveys & Studies | No Archived Comments | Post A Comment (
Monday, May 16th, 2011
by Amanda Chatel, The Grindstone, May 16, 2011
Women are a jealous, catty group. We’re raised to pay attention to the other women in our lives in a judgmental way. We even judge our friends. Despite the idea of sisterhood, we’re more prone to be critical of each other than men are. This mentality carries over into the workplace where female on female bullying is on the rise.
Tuesday, May 26th, 2009
Is There No Room for Sisterhood in Today’s Workplaces?
by James Turnbull, Korea Times, May 22, 2009
In U.S. workplaces, women are primarily bullied by other women rather than by men, the New York Times reported last week, and the news quickly went viral as it busted some long and deeply-held stereotypes about the women’s movement.
In total, 60 percent of bullies in U.S. workplaces are men, according to the Workplace Bullying Institute (WBI), a national advocacy group. But whereas they tend to target both sexes equally, their female counterparts choose other women as their targets over 70 percent of the time.
These figures were surprising because they arrived in an environment where the glass ceiling remains quite strong
A 2008 census by the nonprofit research group Catalyst, for instance, found that only 15.7 percent of Fortune 500 officers and 15.2 percent of directors were women.
On that basis, it had been natural to assume that many women workers identify themselves as members of a repressed group, and consequently are more supportive and nurturing of each other in their working lives than men are.
Yet in reality, as numerous examples provided by the WBI attest to, there is little sense of feminist solidarity in the workplace. Why? (more…)
Wednesday, May 20th, 2009
Six explanations from us for why women bully other women at work.
Solidarity of the sisterhood is a myth and stereotype. It doesn’t mean it does not exist, it’s just that not all women are nurturant and supportive to one another. Neither is every man macho and hyper-aggressive. Stereotypes are generalizations about sex-role-typed behavior, common acts associated with only one gender and not the other. Many behaviors are gender-typed.
Workplace Bullying is not gender-typed. Workplace environment factors are better predictors than gender. For example, a culture that carries no accountability or negative consequences, regardless of how harmful the behavior exhibited paves the way for bullies. A place where kissing-up (ingratiation) is the norm is fertile territory, where bullying and favoritism (and its converse, ostracism) thrive.
Tags: attribution theory, Gary Namie, social psychologist, woman-on-woman, women bullies, women targets, workplace bullying
Posted in Bullying-Related Research, Fairness & Social Justice Denied, Tutorials About Bullying | 284 Archived Comments | Post A Comment (
Sunday, May 10th, 2009
By MICKEY MEECE
New York Times
May 10, 2009
YELLING, scheming and sabotaging: all are tell-tale signs that a bully is at work, laying traps for employees at every pass.
During this downturn, as stress levels rise, workplace researchers say, bullies are likely to sharpen their elbows and ratchet up their attacks.
It’s probably no surprise that most of these bullies are men, as a survey by the Workplace Bullying Institute, an advocacy group, makes clear. But a good 40 percent of bullies are women. And at least the male bullies take an egalitarian approach, mowing down men and women pretty much in equal measure. The women appear to prefer their own kind, choosing other women as targets more than 70 percent of the time.
In the name of Betty Friedan and Gloria Steinem, what is going on here?
Tuesday, February 24th, 2009
By Anna Wild and Jonann Brady, ABC-TV Good Morning America,
February 24, 2009
Joan Frye, featured in the clip below, is the Tennessee State Coordinator for the WBI-Legislative Campaign.
The bullying magazine executive played by Meryl Streep in the film “The Devil Wears Prada” is played for laughs, but women bullying other female employees in the real world is no laughing matter.
Joan Frye, who worked in a hospital in Nashville, Tenn., said she endured nearly two years of bullying at the hands of her female boss, which led her to a mental breakdown and a long court battle.
Just four months into her job, Frye, 62, said she knew there was going to be trouble with her boss.
“She had me come into her office for my 90-day review, and she started, ‘We don’t click. … What are you going to do about it?’ Not what are we going to do, but what are you going to do about it,” Frye said. “I knew then that we were going to have a serious problem.”
Frye said her boss undermined her in front of employees, isolated her from senior management, gave her impossible deadlines and humiliated her. She dreaded going to work.
“One day she would be nice, and the next day she would attack,” Frye said. “She would glare at me. She would make noise like ‘haaa’ if I was talking to somebody. She would walk between us and turn her back on me.”
After she complained to human resources and senior management, she said, she was transferred to another department. After six months in her new position, Frye said the problems with her previous boss led to a mental breakdown, forcing her to take a medical leave of absence.
Frye filed a lawsuit against the company. Four years later, after exhausting her savings, the case was dismissed. The court did, however, describe her old boss as “an equal opportunity oppressor,” calling her management style “abrasive” and declaring that the difficult relationship contributed to “disabling problems” for Frye.
Tags: Frye, Good Morning America, TV, woman-on-woman, women bullies, women targets
Posted in Media About Bullying, Tutorials About Bullying, WBI in the News | 5 Archived Comments | Post A Comment (
Thursday, January 29th, 2009
By Rachel Emma Silverman Wall Street Journal January 29, 2009
Are women other women’s own worst enemies at work?
There was an interesting essay a few weeks ago in the New York Times about workplace infighting among women. The piece, by Peggy Klaus, who leads corporate training programs, describes how women can sometimes derail each other in the office. One study by the Workplace Bullying Institute, for example, found that female office bullies, who commit verbal abuse, sabotage performance or hurt relationships, aim at other women more than 70% of the time. (Male workplace bullies, by contrast, tend to be equal-opportunity offenders, targeting both men and women.)
Monday, January 26th, 2009
By Lila Kooklan New University University of California, Irvine January 26, 2009
Back-stabbing; conniving; manipulative; bitch: We all know the stereotypes of strong and successful women in the workplace. However, what if these so-called “ill-founded” images weren’t really that off-point? As young girls in Girl Scouts and then as members of sororities in college, women are taught the importance of sisterhood, solidarity and friendship. Yet, many women in the workplace have been known to put aside these vital lessons in hopes of a pay raise or promotion. It is unfortunate that in the workplace, many women are known to sabotage rather than help fellow female co-workers get ahead.
While men are not discriminating back-stabbers, women on the other hand are more likely to target other women in their pursuit of job-based success. In fact, studies conducted in 2007 for the Workplace Bullying Institute by Zogby International found that women target each other in cases of office conflict 71 percent of the time.
There are many theories circulating as to why women choose to undermine one another. First, there is the scarcity theory, a belief that the positions at the top of the career food-chain are extremely rare for women. Thus, women in senior-level jobs are not only unwilling to help female co-workers, but in fact often actively undermine them out of fear that these younger counterparts will soon be replacing them.
Sunday, January 11th, 2009
By PEGGY KLAUS
New York Times
January 11, 2009
I GREW up the youngest of four girls, and nothing was more important to me than my sisters. Sure, we had our fights, but the idea of not getting along for any extended time was out of the question. Helping one another was paramount, especially after my mother died during our childhood.
Later in life, as I started my career, these lessons from my sisterhood served me well, and I naïvely thought that the same would be true for other women, especially on the heels of the women’s movement.
But to this day, a pink elephant is lurking in the room, and we pretend it’s not there. For years, I have heard behind closed doors from women — young and old, up and down the ladder — that we can be our own worst enemies at work.
Let me stress that throughout my career, I’ve benefited in countless ways from the advice and support of my female colleagues, just as so many others have.