Posts Tagged ‘Workplace Bullying Institute’


Unprecedented Low Tuition Offer: Black Friday Meets WBI Workplace Bullying University

Wednesday, November 15th, 2017

Black Friday Special Tuition Offer for Jan Workplace Bullying University for $1,000

Time critical — Saturday November 25, 2017 deadline for deep discount for
January 19-21, 2018 session in San Francisco.

Details about Workplace Bullying University® Training for Professionals

Note: This is not public education, nor designed for bullied targets.

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New WBI Instant Poll: Aftermath of Bullying

Tuesday, October 24th, 2017

For those who lost a job to bullying, describe the aftermath.

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California Cities & Counties Recognized Freedom From Workplace Bullies Week

Tuesday, October 24th, 2017

The California Healthy Workplace Advocates, CHWA, is one of the most active state-based groups in the nation. They are volunteer citizen lobbyists for the WBI anti-bullying Healthy Workplace Bill. They have members statewide. Monthly meetings are held in Sacramento. Details here.)

WBI established Freedom Week from Workplace Bullies Week, the third week in October during Domestic Violence Awareness and Bullying Prevention Month. CHWA routinely solicits proclamations from California cities and counties that declare the municipalities’ endorsement of the following principles:
• government has an interest in promoting the social and economic well-being of its citizens
• that well-being depends upon the existence of healthy and productive employees working in safe and abuse-free work environments
• abusive work environments are costly for employers with consequences including reduced productivity, absenteeism, turnover, injuries
• protection from abusive work environments should apply to every worker, and not be limited to legally protected class status based only on race, color, gender, national origin, age or disability

Here are the cities and counties that proclaimed Freedom Week in 2017. Use links for viewing.

Alameda County
Arcata
Azusa
Belmont
Brentwood
Buena Park
Calaveras County
Calistoga
Canyon Lake
Cathedral City
Colusa County
Corona
Costa Mesa
Cupertino
Daly City
Del Norte County
Dinuba
Downey
Duarte
East Palo Alto
El Centro
El Dorado County
Emeryville
Fontana
Fortuna
Fowler
Hermosa Beach
Hesperia
Hollister
Humboldt County
Indio
Jackson
La Canada Flintridge
Lafayette
La Quinta
Livermore
Loomis
Lompoc
Mailibu
Manhattan Beach
McFarland
Mendota
Menifee
Montclair
Moraga
Moreno Valley
Morro Bay
Mountain View
City of Mt. Shasta
Murrieta
Norco
Oakley
Oceanside
Ontario
Rancho Cordova
Rancho Santa Margarita
Redlands
Ripon
Riverbank
Riverside County
Rocklin
Rosemead
Roseville
Sacramento/a>
Sand City
San Fernando
San Pablo
Santa Clara
Santa Cruz
Santa Maria
Santa Monica
Saratoga
Scotts Valley
Sebastopol
Shafter
Sierra County
South El Monte
South San Francisco
Tehachapi
Temecula
Thousand Oaks
Torrance
Tustin
Upland
Vacaville
Vallejo
Walnut Creek
Wasco
West Hollywood
Wheatland
Windsor
Yorba Linda
Yountville

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Freedom From Workplace Bullies Week

Tuesday, October 17th, 2017

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2017 WBI U.S. Survey: Strong Support for a New Law Against Abusive Conduct at Work

Friday, July 7th, 2017

2017 WBI U.S. Workplace Bullying Survey
Support for a New Law Against Abusive Conduct At Work


77% of Americans support a new law to address abusive conduct at work

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.

When the 2017 WBI U.S. Workplace Bullying data were collected, legislation written to address abusive conduct in American workplaces – the Healthy Workplace Bill – had been introduced in 30 states and Territories. The bill had not yet been enacted into law in its complete form.

We asked all respondents [N = 1,008] whether they supported or opposed such a law.

Wording of the Support for New Law Question: Do you support or oppose enactment of a new law that would protect all workers from repeated health-harming abusive mistreatment in addition to protections against illegal discrimination and harassment?

It is clear that the American public wants to see worker protections against abusive conduct extended beyond the anti-discrimination statutes – 77% support specific anti-bullying legislation when strongly support and somewhat support proportions are combined.

Self-described political ideology was one of the demographic variables provided by Zogby. There were 242 liberals, 314 moderates and 369 conservatives. Table 12 shows the pattern of support and opposition for the new anti-abuse workplace law. The phenomenon of bullying ignores ideological boundaries (with the possible Trump effect being the exception, see the analysis of the final question). Nevertheless, liberals and moderates showed the strongest support for the bill. It is noteworthy that two-thirds of conservatives support enacting the law against abusive conduct at work.

Gary Namie, PhD
WBI Research Director

Download the pdf version of these Support for New Law findings.

View findings related to other questions asked in the 2017 Survey.

Download the complete report of the 2017 WBI U.S. Workplace Bullying Survey.

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Posted in Bullying-Related Research, Social/Mgmt/Epid Sciences, WBI Education, WBI Surveys & Studies | 2 Archived Comments | Post A Comment () »



2017 WBI U.S. Survey: How Rarely Bullied Targets Complain

Friday, July 7th, 2017

2017 WBI U.S. Workplace Bullying Survey
Notification by Bullied Targets


29% of targets remain silent about their abusive conduct
only 17% seek formal resolution

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.

A key enabling factor of abusive conduct at work is silence. No one talks about what they have either witnessed or directly experienced. Personal shame is frequently a large part of the experience for targets. Without overt sharing of the bullying incidents and the impact of those incidents, the organizational culture that fostered bullying remains unchanged. Perpetrators rely on silence to act with impunity.

This survey question queried who, if anyone, targets told about their experiences and whether informal or formal resolution was sought through employers. [N = 380; no experience respondents and “not sure” respondents deleted.]

Wording of the Notification Question: To what extent did the targeted person make the mistreatment known?

Over one-quarter (29%) of targets were believed to have remained silent over their embarrassing experiences as recipients of abuse at work. Over one-half (53%) of respondents who felt certain about their perceptions of what targets said and to whom believed that targets engaged in only informal notification. That left 18%, less than one in five bullied targets who pursued formal steps to stop the bullying.

Of course, a silent target is likely to suffer from prolonged exposure to distressful work conditions. In fairness, employers cannot be expected to curb bullying when they hear no reports of its occurrence. Targets, without necessarily making a deliberate decision, become their own worst enemies. It is noteworthy that a group of targets of unknown size do choose to not inform their employers out of a genuine fear of retaliation and reprisal.

Contrary to the myth that victims (targets) are “sue-crazy,” only 5% take their stories outside the boundaries of their employers’ world. Thus, bullying is a secret kept by employers within their organizations. A mere 3% use federal or state agencies to seek redress. A miniscule 2% ever file a lawsuit. The author of this report, in the role of expert witness in litigation cases, can confirm that only a small proportion of file lawsuits ever make it the courtroom to be tried on the merits of the cases. The vast majority are tossed by judges acceding to employer motions for summary judgment or dismissal.

Gary Namie, PhD
WBI Research Director

Download the pdf version of these Notification By Target findings.

View findings related to other questions asked in the 2017 Survey.

Download the complete report of the 2017 WBI U.S. Workplace Bullying Survey.

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Posted in Bullying-Related Research, Social/Mgmt/Epid Sciences, WBI Education, WBI Surveys & Studies | No Archived Comments | Post A Comment () »



Next online poll: how much does discrimination overlap with workplace bullying?

Monday, April 10th, 2017

Was the perpetrator’s abusive conduct apparently motivated by the target’s protected class (race, color, sex, national origin, religion, disability or age)?

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WBI offers webinar for legal professionals through Clear Law Institute

Tuesday, April 4th, 2017

WEBINAR for employers and legal professionals.

Eradicating Workplace Bullying
by Gary Namie, WBI Director
April 19th, 2017 1:00 PM to 2:15 PM ET
Hosted by the Clear Law Institute
Register online

This program has been approved for 1.25 (General) recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.

Clear Law Institute is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.25 PDCs.

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Posted in Advice for Employers, WBI Education, Webinars | No Archived Comments | Post A Comment () »



Survey halfway funded — Can you help?

Sunday, March 12th, 2017

If the information found at this website, or books written by us, or videos we made helped you understand your workplace bullying experience, please consider helping fund the WBI 2017 U.S. Workplace Bullying Survey.

On March 12, we hit the halfway mark toward the $4,000 goal!!!!

Details found at the GoFundMe page. Any small amount helps. Thanks in advance.

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New poll: Most distressing workplace factor of bullying experience

Friday, March 10th, 2017

Dear Bullied Targets

There are few studies asking bullied targets to state which workplace factor distresses them most about their bullying experience. So, we attempt to answer that question. The response choices shown all are important. But we want veterans of bullying to tell us which ONE they believe has been the most memorable/disturbing/bothersome/crazymaking of them all.

Tell your friends. Send them the link to this page to complete the survey.

Watch for results soon.

For bullied targets: Of all the disturbing aspects of what happened to you, which ONE WORKPLACE factor caused you the MOST distress?

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