We absolutely can’t get enough of ‘Emily in Paris’! What’s not to love about croissants in the French capital, haute couture and a delectable selection of European paramours for our female protagonist? But the one thing we simply couldn’t overlook was the borderline but obvious case of bullying at the workplace. Emily may have been clueless and blasé about the way people across the Atlantic did things, but that didn’t warrant the sort of meanness and bullying she was subjected to as a new recruit. Pointedly leaving her out from a team lunch downstairs. A nickname that translates into ‘hick’. And receiving lingerie from a client (which is later explained as a cultural thing!). It is another matter that in the whimsical TV series, Emily navigates through all of this with poise, grace, and steely determination. Real life isn’t so simple!
Especially for women, who are more susceptible to bullying than men. A survey by the Workplace Bullying Institute found that of all bullies, 70 per cent are men while only 30 per cent are women. Of the targets though, 66 per cent were women.
Lawyer and activist Gita Surendran says, “There are various ways in which workplace bullying can take place. It can include, but is not restricted to sexual harassment. Bullying encompasses a range of behaviours that is intended to make the victim feel worthless. The tone can be spiteful or mocking and is usually directed to a certain person or groups of people. It can be subtle; behaviour such as gossiping and rumours, exclusion from key social activities, sniggering and whispering to make the victim feel uncomfortable. It can also be aggressive; such as intimidation, undermining one’s work in front of management or subordinates, threats and abuse, going on a power trip, unfair delegation of tasks – or refusal to give important work, offensive statements that are brushed off as jokes, criticism that is unfounded, and devaluing opinions. There are lesser direct ways of bullying as well, such as cyberstalking, passion aggression, gaslighting and manipulation. So the range of bullying behaviours is really quite vast.”
Last year, BAFTA-winning director Brian Hill worked on a short film called Toxic, which featured four anonymous testimonies about workplace bullying. In an interview with the BBC, he said, "People are frightened to reveal themselves, because they think they'll be blacklisted and won't get jobs if they report bullies at work. ‘Toxic’ largely focuses on the film and television industry, but workplace bullying is a trend that isn’t just restricted to one kind of workplace.
Gita agrees saying, “In most cases, employees, especially women, do not report cases of bullying because they don’t want to be seen as troublemakers. Plus, there is no legal framework in place in India. We have legal provision to safeguard against Sexual Harassment. Also, employers are required to set up an ICC or Internal Complaints Committee for sexual harassment complaints, and address them with proper disciplinary action. Discrimination on the basis of religion, caste or ability is also prohibited. But there is no law pertaining specifically to bullying, which makes it all the more important for employers, their management, human resources and those in leadership roles to create a work environment that does not permit such behaviours.”
Anyone can be subject to bullying, given that it is not an uncommon phenomenon. but it is usually those in positions of power who are able to bully others. The consequences of workplace bullying are far-reaching and can be quite severe. It doesn’t just affect performance; it can leave lasting mental and even physical health problems. So, alongside low self-esteem, mood swings, depression, anxiety, stress suicidal tendencies and panic attacks, bullying can also be responsible for physiological changes. Loss of sleep and appetite, for instance, both have repercussions that go beyond mental health. Bullying can also cause other issues in the victim such as blood pressure, stomach problems, fibromyalgia and acute pain.
Jonathan Raja, an HR executive and social entrepreneur says, 'The onus lies on the employer to ensure that a toxic work culture is not tolerated at all. Having said that, it is also important for an employee to understand when they’re being bullied, what behaviours make them feel less valued and discriminated against, and discuss it with their supervisor rather than brushing it under the carpet. Here are some ways for both parties to tackle this issue.'
1. Ask them to stop. Have a backstage conversation with the person who is bullying you. Nip it in the bud the minute it starts. This way, you are not allowing for a precedent to be set. They know they cannot bully you and get away unnoticed. Set boundaries on what is acceptable and what isn’t.
2. Check for peers with similar issues. If the direct approach doesn’t work, look around to see whether there are other people who have been at the receiving end of bullying from the same person. If you feel hesitant to approach your supervisor or HR alone, it helps if there is more than one person with a similar experience.
3. Document everything. If the bullying is through emails, or if it is recorded during meetings, keep track of it so you always have proof.
4. Keep Plan B in mind. Despite your best efforts, the workplace and leadership may continue to turn a blind eye towards bullying, especially if it is subtle. If it is beyond your financial and emotional bandwidth to seek legal recourse, then consider moving on to another job.
5. Employers should conduct training programmes and implement stringent policies on what kind of behaviour is acceptable in the workplace. A zero-tolerance policy towards different kinds of bullying should be made absolutely clear.
6. Those in leadership or mentorship roles should be unbiased and able to treat employees fairly.
7. There should be an adequate and effective response to an employee’s bullying complaint. This should include dealing with the bully, and also providing support and counselling to the victims of bullying.
Tackling the issue of workplace bullying is not just vital at a personal level for employees, it is also in the employers’ interest. Happier and more fulfilled employees result in an improved work culture, better customer perception, enhanced reputation, and higher productivity. After all, as Franklin Roosevelt said, “Knowing what’s right doesn’t mean much unless you do what’s right.”