Only 34% of UPSE members surveyed reported all incidents of workplace harassment/bullying.
Many respondents were reluctant to file incident reports because they believed persons in power would attempt to silence them or that there might be possible repercussions – through direct or indirect means – or the information would not get to the people
who have the authority to action changes.
Comments:
“I have tried to communicate issues to my manager only to have the individual harass me more after the manager tries to address the individual. Human Resource Managers have also harassed me making me feel hopeless when it comes to trying to make formal complaints. Learning how to accept being bullied in the workplace is something I tried to teach myself how to adapt to.”
“If the bullying is high up the chain. what is the path through or around the bully to get help?”
“I’m already having my career progress slowed due to speaking up about past issues. If I ever want to progress in my career, I need to keep my mouth shut.”
“Low trust/confidence in the organization that it will be a) acknowledged, b) dealt with, and c) kept confidential.”
“Some of the harassment is coming from senior management (director level). I know repeated reports/complaints about this senior manager over the last number of years (at least 5-6 years) have not resulted in any positive changes and this person’s harassing/bullying behaviour continues. At least some staff who make complaints or raise concerns have suffered negative consequences (eg. burnout, stress, increased tension in the workplace; counter-claims and complaints have also been made by the senior manager about these employees who spoke up and it has resulted in staff leaving the work unit, often feeling “forced” out).”
“Government is not a safe space and therefore no one’s job is safe the moment they bring anything forward. Plus, there are no direct paths to a supportive system so everyone keeps their mouth shut. Which is a good example of why exit surveys should be mandatory!!!”