An estimated 48.6 million Americans are bullied at work, according to research carried out in a Workplace Bullying Institute survey. The survey further revealed that while 30% of workers have had direct experience of being bullied in the workplace, an additional 19% have witnessed it. With urgent deadlines and a high-pressure atmosphere, bullying at work can easily become normalized for those in the tech industry. By understanding the full scope of and impacts of workplace bullying in the tech industry, managers can effectively cultivate a productive and positive work environment.

Unpacking the impact 

We tend to associate bullying with school-age children, but bullying behavior can occur among adults in the workplace in a variety of different ways. Bullying in the workplace can take different forms, and can be both openly hostile or more subtle. Common examples involve unfair criticism, snide remarks, berating others, and coercing people to do things they don’t want to do. Bullying can also be more subtle, and can include behaviors such as the deliberate exclusion of others from conversations and emotional manipulation. Those who are on the receiving end of workplace bullying may experience a variety of effects, such as poor sleep, increased stress, low self-esteem and even depression — to highlight just a few. Additionally, bullying can impact productivity across the board while taking employees away from their work.

Understanding the impact of workplace bullying is the first step towards businesses being able to effectively evolve away from such behaviors. One 2017 article from The Guardian explores the issue. It found that sexual harassment, bullying, and racist stereotyping are common fixtures in the industry, and facilitated a culture “that drives underrepresented employees out of their jobs.”. A survey from the Kapor Center for Social Impact and Harris Poll (which surveyed more than 2,000 people who had left jobs in the industry within the prior three years) revealed shocking statistics. For example, women of color reported high rates of facing discrimination, while LGBT tech workers were the most likely to experience bullying and hostility — 25% of LGBT workers cited “rude and condescending behavior,” while 24% said they had been publicly humiliated or embarrassed.

The hidden value of working together

A positive workplace that puts anti-bullying policies at the forefront of the culture is valuable, and can be developed with the help of unique initiatives. Training employees on effective communication is just one way to provide a helpful skill, while the simple acknowledgement of kindness and positive behaviors can make a difference. Managers in tech can further help cultivate a more positive workplace environment through the implementation of a common goal among all employees. Upskilling is just one mission that can be a positive goal that can benefit not only the individual employee, but the company as a whole. For example, upskilling staff in regard to digital capabilities can increase their value as contributors to the business while bringing to light access to higher-paying jobs.

Upskilling can be particularly important in an industry that is ever-evolving with continually advancing technology. When getting started as a small business, Karen Kirton, founder of Amplify HR highlights important aspects. For example, it’s important to note that there are two essential components to successful upskilling — one is employee-led, while the other is business-led. Employee-led development programs involve individual workers having their own plans in place, while a business-led program involves the active development of skills needed in the business over a period of time (12 to 24 months, typically).

Using the right strategies 

One Harvard Business Review (HBR) article unpacks the value of anti-bullying initiatives in the workplace. Ineffective interventions are crucial to make note of — HBR points out several, which include methods such as the ‘reactive approach

(an approach that addresses the bullying after harm has occurred). Only making an effort to address overt and hostile bullying is another ineffective strategy, as this could lead to subtle bullying that goes unnoticed. HBR goes on to highlight the fact that bullying “is a behavior of opportunity enabled by organizational environments that allow it to occur and continue.” As such, effective anti-bullying initiatives should focus on the discouragement of egotistical behavior.

When the goal is to create a healthier anti-bullying workplace, prevention is just one key to keep in mind. This aims to prevent instances of bullying before such behavior becomes an issue. One way that businesses can implement such initiatives is by bringing the issue into focus rather than ignoring it. Open discussion on the impact of workplace bullying and encouraging employees to report any instances are just two concepts worth adopting. Facilitating a more positive team can also help — while you can’t force employees to be friends with one another, initiatives that focus on team-building and bonding can help break down any tension between individuals. Routine meetings, exercises, and an open line of communication between managers and employees can further help create the right space.

In addition to a negative workplace environment, bullying in the tech industry can have a significant impact on an individual’s mental health, often with the result of someone leaving the company altogether. Cultivating a positive workplace culture can serve as the cornerstone of an anti-bullying workplace, other initiatives to brighten morale in a productive way can make a difference as well.