Bullying epidemic: Asia’s workplace under siege

Workplace bullying, a pervasive issue silently undermining the health and productivity of Asian workforces, is demanding urgent action. A recent report from South Korea unveiled a stagging number of cases over the past five years, highlighting the crisis’ alarming scale.

Dr Issac Lim, Founder of Anthro Insights, underscored the detrimental impact of bullying, and told HRM Asia, “Workplace bullying significantly impacts the psychological and physical health of both victims and witnesses. It can cause mental health issues like anxiety, depression, and PTSD, as well as physical symptoms such as chronic pain and sleep disturbances.”

Moreover, bullying has far-reaching consequences, including decreased job satisfaction, weakened commitment to the organisation, increased absenteeism, and higher turnover intentions, Dr Lim highlighted. These findings, he added, underscored the importance of addressing workplace bullying to protect employee wellbeing and maintain a productive work environment.

While many Asian countries have laws addressing workplace harassment, specific protections for bullying are often lacking. “Given the legislative gaps, the responsibility falls on employers,” he explained. “Without proactive measures against workplace bullying, organisations risk fostering a toxic environment, increased turnover, reputational damage, and legal challenges.”

A clear understanding of workplace bullying is essential for effective prevention and response. Dr Lim distinguishes between workplace incivility and bullying, emphasising that the latter involves “a repeated, intentional, and escalating attack on an individual’s social and professional integrity.” This insidious behaviour often exploits power differentials, creating a hostile environment that can have devasting consequences.

To combat this pervasive issue, Dr Lim urged organisations to establish robust anti-bullying frameworks. This entails developing clear policies, providing comprehensive training for employees and managers, and fostering a psychologically safe work environment where employees feel empowered to speak up.

When bullying occurs, swift and decisive action is imperative. He stressed the importance of thorough investigations, impartial resolutions, and comprehensive support for victims. Holding perpetrators accountable through appropriate disciplinary measures is equally crucial to deterring future incidents.

Empowering bystanders is another vital component of a comprehensive anti-bullying strategy. By training employees to safely intervene, organisations can create a culture of collective responsibility. Additionally, promoting open communication and providing anonymous reporting channels empowers employees to voice their concerns without fear of retaliation.

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Senior management plays a pivotal role in creating a bully-free workplace. Dr Lim emphasised the importance of leadership commitment in setting the tone for the organisation. By demonstrating a genuine commitment to employee wellbeing and fostering a culture of respect and, leaders can inspire positive change.

“A bully-free workplace yields significant dividends in employee engagement, retention, and overall organisational success. While the business case is clear, organisations should choose to do the right thing for their employees, not just because it makes business sense but because it is the right thing to do,” he concluded.