The role of HR in managing workplace bullying
It’s difficult to pick up a newspaper these days without reading about high-profile cases of bullying and harassment in the workplace. No industry sector is blemish-free.
The #MeToo movement reflects the problem and represents a huge change in the world as victims who may not have spoken out before collectively talk openly and take action about past incidents they’ve had to live with.
In the workplace, bullying can be devastating to the victim and create a toxic atmosphere if not dealt with appropriately and swiftly.
What is bullying?
Fair Work Australia defines bullying at work as a group of people repeatedly behaving unreasonably towards a worker or a group of workers, creating a risk to health and safety.
Bullying behaviour may involve aggressive or intimidating conduct, belittling, or humiliating comments, spreading malicious rumours, teasing or practical jokes, exclusion from work-related events, unreasonable work expectations, displaying offensive material or applying pressure to behave inappropriately.
Bullying victims can experience severe and sometimes debilitating distress. They take more sick leave, try to avoid the workplace, and are less productive when they are there. It’s expensive too – bullying costs up to $36 billion annually due to lost productivity in Australia, according to the Productivity Commission Research Report.
But Australian workplaces are bullying battlegrounds. Nearly 50 per cent of workers said they’ve been bullied at work. Women reported higher rates of bullying and for longer periods than men, including more unwanted sexual advances, more humiliation and more unfair treatment due to gender.
A case in point
Researchers found bullying is so widespread in the health system in Australia that it’s considered endemic. According to The Medical Board of Australia’s Medical Training Survey (MTS) in 2024, one in three trainees reported being subjected to discrimination, bullying or sexual harassment at work. However, researchers also believe under-reporting is a problem, so the true prevalence is probably significantly underestimated.
The role of HR
Human resources have an extremely important role to play and a responsibility to maintain a workplace free of bullying and violence. Not only is this an obligation for HR, but stamping out this incredibly inappropriate behaviour makes for a more enjoyable and productive workplace.
It also means employees can get on with their respective jobs, knowing that their employer is committed to providing a safe and professional environment for them to do their best in the workplace.
Of course, acting swiftly can also mean that more serious cases of workplace bullying aren’t left to fester and potentially end up in court, which can ruin professional reputations and be costly.
Modern HR practice goes beyond traditional policies. Deloitte highlights strategies like data visualisation and analytics to track culture, identify misconduct early and build safer, more inclusive workplaces. By combining advanced data analysis, AI-driven sentiment monitoring and practical HR skills, professionals can proactively tackle issues – protecting both staff wellbeing and the organisation’s reputation. So, what can HR do about workplace bullying?
The answer lies in combining strong policies, clear communication, and modern data-driven tools to protect workers and create trust.
How HR can stamp out bullying
The best way to manage workplace bullying is to communicate your expectations to employees clearly. Create a policy and procedures document that outlines your anti-bullying policy and what steps can be taken when employees fail to adhere to it. It’s important to be clear that complaints will be handled confidentially.
This policy document should also give victims clear steps on how to handle a bullying incident and ensure there is a procedure in place to report any incidents to management or HR. If a complaint cannot be resolved locally or involves an employee’s manager or supervisor, it should be escalated to management. It’s also extremely important that you establish a confidential reporting mechanism that staff understand and can access as required.
A formal investigation should be conducted to assess the complaint, with conciliation or mediation offered. The nature of the allegation will usually determine the immediate steps that need to be taken.
Like all job requirements for HR, regular communication and quick action are key here. Even informal complaints need to be handled swiftly and investigated because it doesn’t take long for word to spread and the reputation of a workplace will suffer. Ultimately, what can HR do about workplace bullying? They can demonstrate leadership by responding quickly, supporting victims, and ensuring perpetrators are held accountable through fair processes.
5 top tips for HR to manage workplace bullying:
- Adopt an anti-bullying policy: Define bullying and harassment in clear terms and make sure employees understand what crosses the line in your books. Distribute this throughout the workplace.
- Remind staff: Explain bullying and harassment and the procedures to file a complaint to staff at least once a year.
- Provide training: Managers and supervisors should receive specific training on your anti-bullying procedures and understand how complaints should be handled.
- Monitor your workplace: Talk to employers and supervisors from time to time and ask about the work environment and how things are going in their role.
- Establish counselling services: Having a neutral and independent workplace counsellor come into the office as required to handle counselling sessions for staff can be a great resource for your company, no matter how big or small.
If you’re asking what HR can do about workplace bullying, these five steps provide a strong foundation – but HR must also adapt as workplaces evolve.
In today’s digital workplace, leaders who understand how to connect human-centred HR practice with advanced business analytics and Ai are in high demand. One powerful answer to “what can HR do about workplace bullying” is using people's analytics to detect patterns of toxic behaviour before they escalate.
Whether you’re interested in using people analytics to improve culture or want to build broader data-driven strategies for workforce wellbeing, RMIT Online’s Master of Business Analytics and AI Strategy or our Graduate Certificate in Business Analytics or Graduate Certificate in Data Science can help you develop these essential skills for modern HR practice. So, when thinking about what HR can do about workplace bullying, investing in advanced analytics and training is a future-ready answer.
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