Breaking the Cycle: Tackling Workplace Mobbing in Australia's Not-for-Profit and Charity Sector
Workplace mobbing, a prevalent occurrence in various sectors, including the Not-for-Profit (NFP) and charity sector in Australia, presents a multifaceted challenge requiring a nuanced approach. It entails the systematic psychological harassment and exclusion of an individual by a group, often leading to adverse effects on the targets well-being and the broader organisational culture.
While workplace mobbing shares similarities with bullying, which includes repeated unreasonable behaviour creating a risk to health and safety, it differs in its emphasis on group dynamics and the systematic nature of the harassment. Workplace mobbing often involves multiple individuals targeting a single person, creating a more pervasive and challenging environment for the victim.
At its core, workplace mobbing is a form of group bullying targeting individuals perceived as different, vulnerable, or threatening to the group dynamic. It can manifest in various ways, including verbal abuse, social isolation, malicious gossip, and sabotaging work.
Rather sadly, the person who becomes a victim of the mob is often innocently just doing what they believe is their job i.e., looking for improvements and innovating new ways of doing and thinking about things. This genuine approach is often the antithesis of group think, and although we would like to believe our values driven and diversity embracing sector is immune from such displays of uncouthness, it most surely is not.
In the NFP and charity sector, characterised by values such as empathy, collaboration, and social responsibility, the occurrence of workplace mobbing may appear contradictory. However, the nature of these organisations, driven by passion and strong beliefs, can often exacerbate conflicts and power dynamics, leading to mobbing behaviours. Failure to address a mobbing culture creates a clear incongruence between espoused and actual values. Hypocrisy at the cultural level is acidic and will ultimately manifest in a range of negative consequences for the organisation and the people it seeks to serve.
How do we overcome mobbing?
Addressing workplace mobbing in the NFP and charity sector requires a multifaceted approach focusing on prevention, intervention, and support.
Prevention:
· Establishing a Culture of Respect: Cultivate an organizational culture that values diversity, inclusivity, and mutual respect.
· Promoting Conflict Resolution Skills: Provide training and resources to help employees navigate conflicts constructively.
· Encouraging Open Communication: Create channels for employees to express concerns and seek support without fear of retaliation.
· Being genuine about your diversity and inclusion plan: allow perspectives that challenge the norm.
Intervention:
· Implementing Anti-Bullying Policies: Develop clear policies that define workplace bullying and mobbing separately and outline procedures for reporting and addressing incidents.
· Providing Supportive Resources: Offer counselling services and support groups for victims of workplace mobbing.
· Conducting Regular Audits: Monitor workplace dynamics and address any signs of mobbing behaviour promptly.
Support:
· Offering Training and Education: Educate employees about workplace mobbing, its effects, and prevention strategies.
· Providing Mental Health Support: Ensure access to mental health resources for both victims and perpetrators of workplace mobbing.
· Encouraging Peer Support: Facilitate peer support groups to help employees cope with workplace challenges.
Workplace mobbing presents a complex challenge requiring a comprehensive and proactive approach. In the NFP and charity sector, addressing mobbing behaviours is crucial not only for individual well-being but also for maintaining a healthy organisational culture. By promoting a culture of respect, providing resources for conflict resolution, and offering support to those affected, organisations can create a safer and more inclusive workplace for all.
