FOR ORGANISATIONS
An organisation's greatest risk with employee silence is that unlawful activities can remain hidden
WorkRight23 can support Targets and their Employer with an independent third party investigation and report.
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Over 90% of respondents (whether exposed to bullying or not) indicated they would not be willing to use an organization’s own formal complaint procedures to address workplace bullying out of concerns for their career, the perpetrators’ power, and the levels of fear and futility. (Mahon, White, Murphy, O’Sullivan & MacCurtain 2014; Tschanz & Weipert 2019)
Power dynamics embedded in managerial authority and institutional structures create and sustain silence, rendering employee silence less an autonomous choice by employees and more a product of structural processes and distributed power to neutralize threats.
A system approach to bullying behaviour resists describing the problem in a ‘bad apple’ model, reinforcing the organization’s responsibility for intervention and prevention of bullying on the workplace.