Control the Risk
If risk factors have been identified, agencies need to take action to eliminate or reduce the likelihood of bullying occurring in their organisation.
Preventative measures need to target the source of risk, and may involve an organisation-wide response as well as addressing symptoms in a specific area.
Where multiple risks factors are identified, there is a greater likelihood that a section or organisation-wide response is required. A combination of measures may need to be used. Action may include:
- providing appropriate training, particularly to those with supervisory responsibilities;
- consulting employees and health and safety representatives prior to and during organisational change;
- redesigning and clearly defining jobs;
- utilising existing conflict management processes (eg internal and/or s59 Review);
- reducing excessive working hours;
- reviewing resource availability;
- reviewing staffing levels; and
- ensuring staff are aware of confidential counselling services available to all NTPS employees.
Employee Indentification
Where employees have been identified as being at a higher risk of bullying, such as trainees, apprentices and employees from non-English speaking backgrounds, agencies may want to consider additional measures, such as:
- a ‘buddy’ system for new employees;
- workplace relationships mentoring;
- additional workplace training (eg diversity);
- specific training for supervisors / managers who are dealing with employees at a higher risk; and
- specific training for the employee to ensure they know what their rights and responsibilities are.