Workplace Bullying Should Be Treated As A Public Health Issue

(MENAFN- The Conversation)

No one should have to be subjected to violence or harassment in the workplace. But workplace harassment is surprisingly widespread in Canada. In 2018, Statistics Canada found that in their workplaces.

Bullying goes beyond . While incivility can be addressed through education on workplace etiquette, and discipline, that involves offensive, hostile and assaulting conduct directed at someone for a minimum period of six months.

Multiple high profile incidents of workplace bullying have been in the media over the past few years, from the alleged toxic workplace culture created by and the linked to constant harassment by co-workers, to the alleged toxic work culture at Bell Media and backlash against the firing of .

Despite these high profile cases, not much has changed aside from empty statements from , and referral to .

We need to move beyond awareness campaigns, legislation, high profile media attention and court action to protect people from workplace bullying. The solution might lie in viewing workplace bullying not as a workplace issue, but as a public health issue.

Like other health issues, the impact of workplace bullying has measurable diagnostic implications and the clustering of adverse physical and psychological symptoms of bullying victims is definable. Multiple studies have shown that it can negatively impact and can even lead to

In addition, bullying has been linked to various including , , and

All too often, we see the worst life-altering impact of bullying: . For those who are already struggling with mental health issues and suicidal thoughts, .

In 2018, the Saskatchewan Workers' Compensation Board paid compensation to a woman . The man's workplace was the . It is clear workplace culture has to change.

Workplace bullying also significantly impacts the organizations that victims work for. It is well documented that . This negative perception of a victim's identity can impact their work productivity.

Around because of the amount of time they spend defending themselves, seeking support, experiencing poor job satisfaction and higher depression and anxiety levels.

Over the last 20 years, the field of research on bullying has shifted. Due to the linking this issue to mental health issues, researchers developed effective interventions, like and that can help workers.

Some of these interventions include developing strategies to and educate abusive managers about the negative effects of their behaviour. In addition, governments have to dissuade bullying at work, holding organizations more accountable. But bullying still persists.

It's clear the current workplace health and safety framework isn't working — people keep getting hurt. Human resource departments are key actors in addressing workplace bullying. But more often than not, field complaints are often , or simply ignored.

is a broad term that refers to the way society prevents illness and injury. It involves a variety of programs and policies that promote the well-being of all Canadians. Workplace bullying is that, by its very definition, of a public health issue. The health hazards of workplace bullying result in long-term, cumulative exposures and poorer .

It is time to champion change through a public health lens. Under the auspices of the and related provincial authorities, directing appropriate financial and legal resources necessary for preventing, intervening and addressing workplace bullying could finally realize substantive change.

A public health mandate with a universal , treatment and ongoing , with the regulatory authority to intervene, would make a significant difference in decreasing the prevalence of workplace bullying.

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