Workplace Bullying

The Hidden Facts of Workplace Bullying

A common misperception is that bullying ends after one graduates or otherwise leaves high school.  The truth is that bullying is alive and well in our adult world, and bullying in the workplace is a significant problem that is too often overlooked.

bullyinh_prevalence

According to a 2014 study by the Workplace Bullying Institute, 7% of employees in the United States reported that they are currently being bullied – while an additional 20% reported being the victim of workplace bullying at some point in their career. At current economic employment rates, these percentages would translate to 11.16 million people currently victimized by workplace bullying and nearly 32 million people who have been a victim of workplace bullying at some point in their career.

Pathology of Workplace Bullying

Workplace bullying is much different than the more widely known type of bullying found in schools.  Many of the tactics used are often more subtle, and any singular tactic would hardly be considered a case of bullying in our modern workplace.  Over time, however, the patterns of behavior and the combination of tactics that a perpetrator uses to inflict emotional distress or otherwise exert influence over the victim are what makes workplace bullying especially problematic, and can often result in more overt behaviors.

The Costs of Workplace Bullying

Unsurprisingly, the prevalence of bullying in the workplace is taking a toll on the physical and mental health of employees.  According to a 2012 study of victims of workplace bullying by the WBI, 71%of victims sought treatment from a physician during or shortly after they were victims of workplace bullying, while 63% sought care from a licensed mental health practitioner.  The results of the diagnoses are alarming:bullying_effects

According to the National Institute for Occupational Safety and Health, mental illness among the workforce amounted to $19 billion per year in lost employment and an additional $3 billion in reduced productivity.  While not all of these losses can be attributed to the after effects of workplace bullying, additional research does indicate that victims of workplace bullying experienced 26%more absences from work due to to illness.

For the employer, the costs of workplace bullying are significant, and are largely comprised of those associated with reduced productivity and employee turnover.  Excluding the costs of increased medical care expenses and the intangible costs associated with damage to reputations, the annual costs associated with productivity declines, turnover, disability payments, and legal proceedings for the average Fortune 500 employer are still in excess of $20 million per year.bullying-annualcosts

How to Recognize Workplace Bullying

Many of our modern workplaces are highly competitive environments, where high levels of individual and team performance are necessary to achieve the organization’s goals.  Identifying employees that may be victims of workplace bullying within this type of environment can be difficult, but there are some clear signs to look for.

Step Into Spring Fitbit Challenge

Join The 2016 Step Into Spring Fitbit Challenge, a #LiveAHealthyLife initiative of the Dignity & Respect Campaign.

Each week for six weeks–beginning March 20, the first day of Spring–the top three STEPers will win a Dignity & Respect Visa gift card.

  • First place will receive a $100 gift card.
  • Second place will receive a $75 gift card.
  • Third place will receive a $50 gift card.

So that everyone has a chance to finish in a weekly top-three position, participants can only win a Visa gift card prize once over the period of the Challenge.  At the end of the Step into Spring Fitbit Challenge, the participant with the highest number of steps over six weeks can identify a nonprofit organization to receive a $1,000 donation in his or her name.

Make this spring count for you and your favorite charity and JOIN HERE   #LiveAHealthyLife

January Dignity & Respect Champion: Scott Lammie

Lammie_Scott_CFO_Insurance_Div_20110120_

UPMC Executive Believes Healthfulness Depends Mostly on Your Environment

Scott Lammie becomes the first Dignity & Respect Champion of 2016

Everybody seems to know, or has heard of, Scott Lammie. When his name comes up, it brings a smile to people’s faces. That’s because of the way he lives his life. Scott is not an observer of life in Greater Pittsburgh, he’s an active participant in making our region a better place for all. Scott serves as the Chief Financial Officer of UPMC Health Plan and is Senior Vice President of UPMC’s Insurance Services Division. He has worked in the healthcare field for more than 30 years and has learned the impact a community can have on its people.

“Since working in healthcare, I have a greater appreciation for all of the factors that determine a person’s health status. Roughly 80% of health status has nothing to do with healthcare delivery per se, but rather is determined by the person’s psycho-socio and socio-economic circumstances and the environment in which the person lives, works, and plays,” Scott said.

Scott’s father died of cancer when he was seven years old. Scott and his four brothers and younger sister were raised mostly by their mother and they all learned the importance of helping one another. When his mother remarried, his step-father was very community oriented, so from a young age Scott understood how helping others could make a huge impact on improving a community.

“I have learned over my lifetime that people are the product of their environment. If a community isn’t safe, clean, and diverse; has poor educational outcomes; and offers limited employment opportunities, its people will suffer. Every citizen has the ability to help strengthen our underserved communities so that every person and family will have access to support, mentoring, and opportunity to help them lead healthy and successful lives,” Scott explained.

Scott walks his talk. He is active on many volunteer boards focusing on economic development and community service that supports the Pittsburgh community including Duquesne University, The Forbes Fund, Hill House Association, Laurel Highlands Council Boy Scouts of America, Little Sisters of the Poor, Manchester Bidwell Corporation, Phipps Conservatory and Botanical Gardens, Pittsburgh Cultural Trust Corporate Circles Board, Southwestern Pennsylvania Food Security Partnership, United Way of Allegheny County Tocqueville Society and Impact Cabinet, and Urban Innovation21.

Candi Castleberry Singleton, Founder and CEO of the Dignity & Respect Campaign nominated Scott Lammie because of the great humanitarian work he does for the Pittsburgh region. “When I think of a Dignity & Respect Champion, I see Scott. He is one of the only people I know who has the bandwidth and willingness to cross demographic, economic, racial, faith and education barriers to help individuals and organizations as a whole. I don’t know how he has the time to be a CFO, serve on multiple boards and donate his time to improving the community, but we are all beneficiaries of his efforts.” Candi said.

The Dignity & Respect Campaign is an awareness initiative designed to join individuals, community leaders, community organizations, educational institutions, businesses, and corporations under the common notion that everyone deserves dignity and respect. A Dignity & Respect Champion is someone ― nominated by a co-worker, family member, or friend ― who embraces diversity, embodies compassion, and demonstrates mutual respect. For more information and to take the Dignity & Respect Pledge, visit dignityandrespect.org or to nominate a Champion visit surveymonkey.com/s/DR_champion

Best Inclusion Practices. February 10th, 2016

On February 10th, Dignity & Respect Founder and CEO Candi Castleberry Singleton, will lead a workshop on the 7 Pillars of the Dignity & Respect. Are you are interested in learning about behaviors that help us create an environment of inclusion, dignity, respect, and engagement for individuals, students, employees, customers, and communities? Join us!

The next Inclusion Best Practices Series session will provide an overview of a real world, practical but engaging approach to creating more inclusive workplaces and communities. During the session, Candi will draw from nearly 15 years of experience serving as the Chief Diversity Officer for Fortune 500 corporations around the country.

Join us on:
February 10th, 7:30am.-9:30am.
Location: Rivers Casino, 777 Casino Dr. Pittsburgh, PA 15212
Free parking available

Buy Tickets

ViewPoints: Cultural Awareness, Filters and Civil Discourse

Dignity & Respect represents the evolution of how social issues should be discussed and dealt with in our increasingly socially complex world. Currently, when topics such as gun control, mass incarceration, and immigration are discussed, it is done in an overly emotional and divisive manner. Here at Dignity & Respect, Inc. our mission is to make the world a better place for all to live—with all of our differences. We feel that only by improving our cultural awareness and finding common ground, will we be able to tackle the problems our society faces.

My Personal Experience

My name is Andre Blair, I am 26 years old and was born and raised in California between Los Angeles and the San Francisco Bay Area. The liberal values of the areas where I spent my formative years, coupled with the inclusive tone set by the Clinton administration, would lead you to believe I have not been affected by racism or bigotry. In some ways this is true; I have never been called a racial slur to my face, (online comment sections are an entirely different conversation) I have never been refused service based on the color of my skin, and have never been asked to sit in the back of a bus. However, I certainly do not feel my life chances have been the same as a white male of similar socio-economic status. As a black male, I am ten times more likely to be arrested, twenty percent more likely to drop out of college, and was twice as likely to become a teenage parent. These statistics represent traps I could have very easily fallen into, and have witnessed many of my peers succumb to. I was only able to avoid them due to a very supportive family structure.

Reasons For The Disparities

What is the reason for these disparities? Are the men and women who decide how our society is organized racist? I do not believe so; the answer is much more subtle. We all come into every interaction with the baggage of all of our previous experiences. Here at Dignity & Respect, we call these filters. For example; a white school administrator, who prior to holding that position had grown up in a middle-class suburb surrounded by only white residents, might enter into any interaction with an African-American or Latino student carrying that baggage. Now imagine this same administrator has also received most of his/her information about minority youth from a mass media that thrives on portraying these demographics as dangerous and untrustworthy. Our fictional administrator is likely going to subconsciously consult these filters when making disciplinary decisions involving minority students. This is a driving factor of the incredible disparities existing between the suspension and expulsion rates of black and white students. Is this evidence of racism? Are these administrators bad people who are actively trying to undermine the success of minority students? I don’t believe so. However, many of them lack a reasonable level of cultural awareness which inhibits them from being able to find common ground with their black and latino students.

Potential Solutions

These subtle issues are the major barriers keeping us from achieving greater harmony in our society. If we enter into interactions with each other while harboring toxic subconscious opinions, we are doomed to end up with negative outcomes. We must work to increase our knowledge of one another; we must break out of our comfort zones and befriend people who do not look or think like us; we must engage those friends and strive to understand their point of view. Only then will we be able to tackle complex issues such as gun control, mass incarceration, and immigration.

“Off The Field”–NFL Players Wives Promote Domestic Violence

The NFL Players Wives promoted domestic violence awareness at their annual conference in Atlanta in 2015. They held a Ceramic Tile Quilt event in collaboration with the Dignity & Respect Campaign. Participants were allowed to paint a tile, enjoy refreshments and share their stories. The completed tile quilt was donated to the Partnership Against Domestic Violence in Atlanta.