Wednesday, November 25, 2015

In God We Trust? School Vouchers for Parochial School?


Elyssa D. Durant
Social Stratification 
Columbia University 









Guiding Questions


How can school vouchers reach a balance between serving the public interest and preserving. individual freedoms and rights?

What additional arguments can be presented for against the use of school vouchers for parochial schools?

How is the issue of school vouchers for sectarian institutions different or similar from issues surrounding prayer in school?

What are the common issues relevant to both Charter schools and voucher programs?

Since I have serious concerns regarding the long term outcomes of school choice and voucher programs, exacerbate the inequality between the rich and the poor. Since I believe that healthcare and education are both social goods, I have serious concerns about letting the free-market run amok during such a critical point in history.  I do not feel it is wise to allow for-profit market forces to dictate the any public good when natural rights are at stake.  The shortcomings of the Medicaid managed care programs, Medicare supplemental insurance policies, and demonstration projects such as the privatization of prisons provide sufficient evidence of the dangers of profit driven corporations in American culture. Corporate scandals with food and other suppliers contracted by the Board of Education in New York City provides an excellent example of how easy it is to manipulate funds away from the target recipients.

For example, private managed care companies offered gifts to boost enrollment by enticing desperate Medicaid recipients to join their plans.  I find this marketing strategy offensive when we are dealing with a social good albeit healthcare or education.  Vulnerable populations are frequently exploited through corporate contracts, and there is little reason to believe that for-profit conglomerates would treat public schools or economically disadvantaged students and families otherwise.

        Arguments on both sides of the school voucher issue are very similar to those presented for and against Charter Schools and free-market school choice.  Smrekar (1998) presents four key issues that have been at the center of the school choice debate:  (1) economic, (2) political; (3) social justice; and (4) pedagogical.

The economic argument in favor of school choice points out that our current public education system resembles a monopoly.  Proponents argue that the introduction of choice into the educational marketplace will promote competition and force schools with poor performance records to improve or close (Friedman, 1968).  

The political argument is centered on the democratic ideal that the freedom to choose where your child attends school is a fundamental right.  The political argument also triggers strong feelings about the role of education in a democratic society. 


 There are those who feel that the public school is intended, at least in part, to create a common set of core values that is best served by the public sector. At the core of the political school choice argument is a debate regarding the benefits of providing a common set of experiences in a democracy versus promoting individual choice and liberty (Smrekar, 1998).  This issue, while not dead, was challenged in 1925 when the Supreme Court ruled in Pierce v. Society of Sisters (268 U.S. 510 (1925)) in favor of parents who sent their children to private school.  This argument continues today and is at the center of both school choice and curriculum debates.  

 The social justice argument is a bit more complicated and there is little agreement on any front. Proponents argue that school choice empowers the poor to participate in the education of their children by giving them the same options available to wealthier families in the United States.  According to a 1997 poll in USA Today, 47% of parents would send their children to private schools if they had the financial resources (Doyle, 1997).

Information is an essential component to any school choice program.  In order to ensure social equity in school choice programs we need to be sure that the poor are fully informed of their choices and are not taken advantage of in the open market.  It is believed that the act of choosing has positive effects on the school environment and promotes parental involvement in their children’s education (Doyle, 1997).  Additional components of the social justice argument have focused on the nuts and bolts of choice programs, and point out how there are several different ways that choice programs may (wittingly or unwittingly) promote social inequity (Cookson, 1995).  Such arguments focus on transportation problems, admissions policies, the availability of information, and how we define “choice” and implement policies regulating recruitment, enrollment and performance of participating schools, (Cookson, 1995; 1997).  

        The pedagogical argument points out that school choice programs are better suited for the individual needs inherent to a pluralistic society.  Although some feel there is value in providing core curriculum and a common set of basic skills, there is a current trend towards specialty schools that focus on the arts and sciences, technology, vocational training, etc.  Educators look towards successful magnet schools as examples of the pedagogical success that demonstrated the importance of school choice and parental involvement as indicators of educational outcomes.  Some educators fear that the introduction of school choice and voucher plans would prompt the best students to leave public schools and that this would have a negative effect on the overall climate of public classrooms.
        
        There are several different types of voucher programs, but the one which raises the most questions are voucher programs that give qualified individuals the choice to attend parochial schools.  Traditional arguments against this type of school voucher program have focused on the Constitutionality of using state funds for sectarian institutions.

Historically, the church had a key role in the education of children in America.  During the National Period (1780-1830), churches were used to educate children, and the King James Bible was used as a reader in these classrooms (Smrekar, 1998).  Derek Neal (1997) points out that much of the current sentiment against Catholic schools is not a reflection of their excellent performance record, but rather an indication of the anti-Catholic sentiment which swept the country during the late part of the 19th Century (Neal, 1997).  Neal argues that until that point, there was no contest to religious education as long as it was Protestant.  

Catholic schools have traditionally served the children of the working class.  They were a major socializing force earlier in the century and continue to succeed with children who might otherwise fall through the cracks in public schools.  Despite tapering enrollment, Catholic schools remain a viable force in the private sector providing a reasonably priced private education to American children.  Neal conducted a study that looked at the graduation rates of minority children attending Catholic schools compared with children attending public schools in the inner cities.  Controlling for demographic variables, (parent’s education, parent’s occupation, family structure, and reading materials at home) closer analysis revealed graduation rates for urban minorities are 26% higher in Catholic schools compared with public schools in the same communities.  Although Neal found similar benefits for whites and in suburban communities, this effect was most profound for urban minorities.

Other studies have focused on identifying the qualities that make Catholic schools successful.  A number of factors have been identified by Bryk and Lee, including active parental participation and the benefits of school choice in creating an inclusive community which fosters a common set of values and ideals (Bryk & Lee, 1995).  Interestingly, the very same variables found to enhance the performance of Catholic school students are remarkably similar to the reported benefits of magnet schools and choice programs.  Despite the excellent performance records of Catholic schools, there are currently no voucher programs that allow parochial schools to participate in state funded voucher programs.  

The reason for this is quite simple, but not necessarily correct or in the best interest of our children.  The Establishment Clause of the First Amendment of the United States Constitution prohibits the use of public funds in religious institutions.  However, it can also be argued that it is unconstitutional to exclude parochial schools from voucher systems because it violates the student’s free expression of religion.  In addition, voucher programs require a conscious decision on the part of the student and the parent.  The state does not enforce a blanket endorsement of any one religion.  I use Catholic schools as an example because they represent the majority of parochial schools in urban America.
 
Voucher programs typically undergo strict scrutiny for all four reasons mentioned above, but this issue is especially true of any choice or voucher program that channels funds into Parochial schools.  For this reason, Catholic schools and other schools with religious affiliations have been excluded from voucher plans up until this point.  It is not politically viable to institute a choice or voucher program at any level (at the district, state or national level) since similar plans have historically presented long-standing, hard-fought, legal challenges to the Establishment Clause of the First Amendment of the United States Constitution.  

Since the Supreme Court has not ruled on this issue, most challenges up until this point have taken place in state courts[1].  These state decisions have been split, and while there are a few voucher programs operating in Wisconsin and Ohio, neither permits sectarian schools to participate in their programs.  Milwaukee designed a voucher system that included parochial schools in 1995 but later revised their proposal after the Wisconsin Supreme Court issued a temporary injunction against expansion into religious schools (Kremerer & King, 1995).

School choice programs that involve vouchers have not been tested in the Supreme Court, but there is a long history of court cases that challenge the flow of money from the public sector into private, sectarian institutions.  The recent pattern of Supreme Court rulings has lead some legal scholars (Kemerer & King, 1995) to conclude that school vouchers would pass constitutional muster under the following circumstances:

Provides payments in the form of scholarships to parents of school age children
Allows parents to choose among a variety of public and private sectarian and nonsectarian schools for their children
Gives no preference to sectarian private institutions


Voucher programs up until this point have encountered substantial resistance from the legal community and a number of civil rights and political organizations.  This becomes more pronounced when the voucher model includes sectarian institutions in the model plan and state court rulings have been inconsistent in decisions surrounding the constitutionality of voucher programs.

        The definitive case regarding school voucher programs is Lemon v. Kurtzman (403 U.S. 602 (1971)).  The Court’s ruling in Lemon was based on three components that came to be known as the “Lemon Test”.   The Lemon Test applies the following to any Constitutional challenge of the Establishment Clause:

The government action must have a secular purpose
The primary effect must neither advance, nor inhibit religion
It must not result in excessive governmental entanglement with religion


Since voucher programs do not generally provide support directly to the institution, individual freedom and choice remain intact.  Individual families are empowered by educational vouchers since they choose the school and religion appropriate for them.  Qualified schools are not determined by religious affiliation and all schools are required to adhere to state and federal regulations which increases accountability.  Similar issues came before the courts in Pierce v. Society of Sisters (268 U.S. 510 (1925)) as well, however Lemon v. Kurtzman (403 U.S. 602 (1971)) is considered to be both the landmark and test case currently before the courts.

The reason for this is quite simple, but not necessarily correct or in the best interest of our children.  The Establishment Clause of the First Amendment of the United States Constitution prohibits the use of public funds in religious institutions.  However, it could also be argued that it is unconstitutional to exclude parochial schools from voucher systems because it violates the free expression of religion.  In addition, voucher programs require a conscious decision on the part of the student and the parent.  The state does not enforce a blanket endorsement of any one religion.  I use Catholic schools as an example because they represent the majority of parochial schools in urban America.
 
Teacher’s unions are resistant to bring in a new system that has the potential to upset their job status and security. It will likely be a number of years before we truly understand the effects of magnet schools and can evaluate the implementation of school choice programs that are already in place.  Because we are dealing with such an essential human, social good, it is my recommendation that we do not implement a large scale voucher program until issues of access and equity are resolved on other public fronts.  We must ensure real choices for the students and families who are not information savvy and may be limited in their ability to recognize the real value of their options. We must find a way to ensure the equitable distribution of resources so that education truly does will empower the poor.


        Is the time right to apply the Lemon Test to school vouchers?   You decide.







References


Cookson, P.W., Jr. (1994).  School choice: The struggle for the soul of American education.  New Haven: Yale University Press.

Cookson, P.W., Jr. (1995).   ERIC Digests: School Choice.

Doyle, D.P.  (1997). Vouchers for religious schools.  Public Interest, 127, 88-95.

Haynes, C.C. (1993).  Beyond the culture wars.  Educational Leadership, 51(4), 30-34.

Houston, P.D. (1993).  School vouchers: The latest California joke.  Phi Delta Kappan, 75(4), 61-64.
 
Kremerer, F.R. & King, K.L.  (1995).  Are school vouchers Constitutional?   Phi Delta Kappan, 77(1), 307-311.

Kremerer, F.R. (1995).  The Constitutionality of school vouchers.  West’s Education Law Reporter, 101 Ed. Law Rep. 17.

Kremerer, F.R. (1997).  State Constitutions and school vouchers.  West’s Education Law Reporter, 120 Ed. Law Rep. 1.

Neal, D.  (1997).  Measuring Catholic school performance. Public Interest, 127, 81-87.




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[1] Including a decision that was handed down this week regarding a choice plan in Ohio. (12/18/2000)


Thursday, July 31, 2014

Obama-Biden Transition Project Healthcare Proposal

The Obama-Biden Transition Project 
by Elyssa D. Durant, Ed.M. 

"We're often asked how we plan to take this unique moment in history - when a grassroots movement for change elected a president - and turn it into a force that can build stronger communities, block by block." -The Obama-Biden Transition Project http://change.gov

As I was thinking about how to respond to the numerous requests the Obama Transition Team that has been sending out to community organizers, political activists, advocates and non-profits across the country, I am reminded of the days I spent living on the Upper West Side of Manhattan.

At the time, in the mid to late 1990's, the American Sociological Association (ASA) held its annual conference in New York City. Prior to that meeting, they sent out a fact sheet that may be of interest to ASA members. In this sheet, they too described the same social conditions and asked their members to take note of the changes that occur at 96th Street.

Oddly enough, the very same area was undergoing rapid transformation and gentrification at the time Mayor Rudolph Giuliani took office. As described by the ASA and other political sociologists, the South Bronx is one of the most severely segregated and poorest Congressional Districts in the United States. The members of this community have been segregated into a hell plagued with sickness, violence and despair. Kozol argues that this strategic placement serves to isolate the rich from the realities they have thrust upon their fellow man. 

New Yorkers do not stroll through the streets of Mott Haven, and taxicabs take no short cuts through Beekman Avenue. Many taxicabs will not even venture past East 96th Street. Out of sight is out of mind.

There is no excuse for the living conditions of these children and their families. No person should be forced into an apartment that has a higher ratio of cockroaches and rats than to human beings.

These children are desperately in need of the best schools, yet we give them the worst. They have few libraries, few safe havens, few doctors, and few role models. 

They have every reason to believe that they are throwaway children and we have certainly not shown them anything else. The social services we have provided are a bureaucratic nightmare. People in need are treated as sub-human, and made to feel ashamed of being poor.

These are among the sickest children in the world. Americans claim to be dedicated to the children and fool ourselves into believing that we are doing them a favor by providing them with medical care, public education, and public housing. Yet, the quality of their neighborhoods speaks volumes of our sentiment and intentions.

Shortly after the publication of Amazing Grace, managed care rapidly moved onto the New York scene. 

Around the same time, the Mayor announced he would be closing some of the hospitals that served the poorest of the poor because of financial problems associated with payment and large trauma departments.

Kozol makes the point that people could attempt to gain admissions at a better hospital than Bronx-Lebanon; yet, the privatization of Medicaid made this completely impossible. 

Further restrictions on medical care are inevitable as a direct result of Medicaid managed care plans. The law is not designed to protect the poor, the fragile, and the disenfranchised.

This was made obvious in a recent conversation I had with a friend who practices emergency medicine on the elite Upper East Side of Manhattan. My friend works as a board certified trauma physician at a private hospital on the Upper East Side. The last black patient he treated at Beth Israel was famed rock singer Michael Jackson.

This is the reality. The best doctors treat the healthy and wealthy instead of the people who have the greatest need. They give no thought to the equitable distribution of services; they just file insurance claims and billing statements. Doctors should consider who stands to could benefit the most from their skill and experience. Perhaps we should invert the payment schedule so physicians and other health care providers should receive a higher rate of reimbursement for treating the most vulnerable populations.

Patients with the greatest need get the worst care.

Great teachers teach great students in great neighborhoods.

This makes no sense!

And we wonder why the division between the have and the have-nots continues to grow?

People often ask me why I am so angry about the living conditions of poor urban minorities. My response-Why aren't you? I cannot be the only one who places human kindness, dignity, and integrity above the lure of the almighty dollar!

We should feel enraged by the way we treat our own citizens. Children who did not ask to be born into poverty and substandard living conditions.

I have thought for many years that the system is upside down, and I become more and more convinced of that as I grow older.

To paraphrase the message of the new Windows Vista commercial, The Mayor's of Nashville's winning campaign.... it is all connected....

Clearly there is a level of inter-connectedness that exists between the various sectors of the American marketplace and economy otherwise Washington would not be at a complete standstill trying to figure out what to tweak, where, and just how much...

Did it really take a $700 Billion wake up call for our citizens to realize that that all is not well in America. It is time to get real about healthcare. It is time to get real about education. 

It is time to get real about the cost of education. It is time to get real about this god-forsaken war that we are still in! This country is in desperate need of a wake-up call, and we must develop a course of action that embraces a multi-dimensional approach and vast restructuring of the laissez faire way of regulating healthcare in the past.

Similarly, many different things influence the human condition by upsetting the delicate balance between those who can and those who do. We need to focus on improving the lives of those who might... People who can and do amazing things when given the chance. 

People who can excel under the right set of circumstances given the right support, the right guidance, the right tools, and the right opportunities. People who may not have the monetary (financial) resources to invest in themselves, their families, or their communities.

If we are to find some resolution to the unprecedented, simultaneous collapse of the economy, the market place and/or government and the collapsing housing market in United States, it seems obvious that people, the economy, healthcare, education confidence and faith in the American people it is time to take drastic efforts to strengthen our greatest asset and hope for the future: Our children! 

We must take action on a number of fronts to create some type of stability in our country, our economy, and the international marketplace. We need to start here, now, in our own communities, schools, and invest in ourselves.

Look at the facts; if we get healthy, they go broke! So let's shake it up a bit, and turn this sad state of affairs upside down!

I am not for sale, yet my healthcare company pimps me out based upon their ability to negotiate with fat cat for profit healthcare giants like HCA and First Health who are by no means the business to make people well! 

It does not take a rocket scientist to see the perverse incentive to keep people sick and dependent upon costly medications and treatment protocols.

Education:

Next year, I want Harvard to take in the worst students. Take the worst students who would not have made it past the front door of the admissions office. Take the worst students. Students who did not break a thousand on their SATs and barely made it through watered-down high school curriculum. Let them benefit from a first class education.

Guess what Harvard? The smart kids don't need you! They are already ahead of the game. 

We can sit them in a corner for a year or two because they do not need the Ivy League to succeed. By definition, they are already streamlined for success and they will no doubt be great with or without you!

There is no doubt that the prevalence of violence in urban neighborhoods affects the ability of children to perform well in school. There is a large body of empirical evidence that demonstrates the effects of chronic stress on memory and the learning process. 

Rather than taking the children out of these communities, we have constructed prison like buildings for them to attend school. They routinely have gunfire drills reminding them that danger is never far behind.

Children cannot learn in this environment. This constant stress triggers "hot-memory." Hot memory can be thought of as learning with your heart and not your mind. It is no wonder children perform inadequately in this environment. It is bad enough that children live in such conditions, must we educate in them too. If we want underprivileged children to learn and grow spiritually, we must create an environment that allows their cool memory systems to take over. 

It is only under these conditions that children will permit themselves to learn and develop their intellectual strengths.

We have failed to create a safe home environment for urban children, but we can give serious thought to creating a school environment outside of the community so they have fewer fear-driven hours each day.

It is any wonder that these children perform poorly in school. By every measure, these children are destined for failure. Their home life is less than enchanting, and they do not benefit from enriched environments and educated parents. Certainly, there are many dedicated parents who care about their children, but is that enough? 

When I was in school, children frequently asked the teacher, how this would help later in life. As a young girl in a suburban classroom, there was an unequivocal reply, but it could be argued that what children in the South Bronx need to learn cannot be taught in the classroom.

Studies consistently report lower academic achievement in urban neighborhoods like Mott Haven in the South Bronx. Children growing up in urban neighborhoods have a much higher incidence of posttraumatic stress disorder (PTSD). 

Most researchers believe this to be the direct result of living in stressed communities plagued with street crime and violence. 

The potential impact of chronic stress on academic performance and achievement is not known, but reading scores in neighborhoods like Mott Haven certainly seem to indicate some type of causal relationship. 

There is virtually no research on looking at the long-term effects of this inflated incidence of PTSD among urban populations. 

It is important to develop an understanding of the effects of fear on the academic performance of urban adolescents so we can begin to dismantle the myths regarding school performance and minority children.

Under these conditions, it is not surprising to learn that students also report pervasive feelings of fear and do not feel secure despite the added presence of security personnel on school grounds. 

For these students, school is a mere extension of the violent communities in which they live.

Since urban communities have many different sources of stress, it is important to examine how school policies contribute to the learning environment in public schools. 

The quick response has been to install weapons detectors and hire school security for urban schools. The presence of school security certainly affects the climate of American public schools and sends a symbolic message to members of the community, the world, and especially the students themselves regarding the role they are expected to play as they mature into adolescents and young adulthood.

The school rules mimic are not unlike those one might expect to find in a state prison. Students are rewarded for obedience and they are taught to follow the rules rather than to think critically. 

On the back of the No Child Left Behind legislation, we indoctrinate our youngest members of society with "core curriculum" and "Back to Basics." Students across the country are judged on their ability to regurgitate facts on high-stakes standardized tests.

Lesson plans are filled with repetition exercises and workbook pages rather than student projects or classroom discussion. We teach conformity, rules, and limits. 

We teach kids to be blind followers. The skills we are teaching are better suited for prison rather than the real world. Teachers are teaching the kids to follow rules, to conform, and to reward obedience rather than creativity.

The secured environment is an indication of the roles students are expected to play later in life. This is a lesson they will not soon forget. 

School rules and core curriculum makes classroom silencing an everyday event in the urban classroom. And as my list of "off-limit" subject matter grows longer each term, the need to bring such things into the dialogue becomes more and more apparent. 

I actually have a printed list of topics that I am forbidden to discuss in the classroom: The election, politics, race, religion, suicide, pregnancy. 

The more topics they add, the more relevant they become. The unspoken truth has becomes louder and louder the more we are silenced. There is a big pink elephant standing in the middle of my classroom! There is a big pink elephant in the middle of our community!

By focusing on student behavior rather than student skills, knowledge, and achievement, we are showing all members of the school, the community, and the children themselves that we have already given up. 

Together, the urban public school and the community it serves are a constant reminder of the perpetual cycle of poverty and the poor living conditions and social reality that continue to plague urban America.

Kozol makes it quite clear that there are several exceptional children in this community. There are probably as many exceptional children here as every other community around the country, yet, so few of them will make it out of the South Bronx. Kozol is careful not to dwell on the exceptional cases of children who successfully navigate their way into the main stream of society. Kozol does this so we do not develop a false sense of hope. If we cling to a few exceptional cases, we may come to believe that what we are giving enough to children like Anthony or Anabelle.

Clearly, we can do more. Failure should be the exception-not the rule. Success should be the norm, and until it is, we should not give up hope for these children.

This is our time to let our voices be heard. Any number of social justice agencies from moveon.org, to Cover the Uninsured, to Families USA, Center for Community Change, Health Care for America Now; have opened the blogosphere so that everyday common folk like you and I can submit our opinions to the Transition Team in Washington.

They are begging us to participate, to give our opinions, to let our voices be heard. They need our help. Let us make this the country we are proud to call home. Let this be a new beginning for us all, and let us make this a land of real opportunity.

America claims to be dedicated to equal opportunity, yet equality is not sufficient in a urban communities. These kids need more. We need to think about equity, not equality. It is not enough to hide them away. Be silenced no more!

SUBMIT YOUR VIEWS ONLINE: The Obama-Biden Transition Project http://change.gov



Elyssa D. Durant, Ed.M.
DailyDDoSe © 1995-2014
  

Tuesday, June 10, 2014

Celebrating a Day in the Life

Let's face it... my job pretty much sucks: 

The very nature of being a crisis counselor, therapist, casemanager or any other kind of mental health professional requires that I respond with professionalism to kids who have 
been abused and basically fucked over for years; first by their families, and then by a system that fails to protect them. 

I get calls in the middle of the night from children, adolescents, and even my friends who are in vaiying stages of crises— some are suicidal psychotic, angry, and pretty much just all kinds of fucked up. 

But today, TODAY!!!! 

Today, a child rolled up her sleeves to show me that her set finflicted wounds (cutting) were beginning to heal. She threw out her last razor blade from her hidden collection the night 
before. 

Today, I won a small battle. 

Today, I saw a life change and the healing begin, Not just for her, but for aii of us. Today, I won a small battle. 

As one of my former clients told me, what I do is important— 
because even though I may not change hundreds or thousands of lives every day of my fife, I make a difference one life at a time. 

At the time, I couldn't: stop the tears from my eyes now I can't stop the warm feeling that has taken hold of my body and me same instead of the tears.
 
I am so very proud of you. 


Elyssa D. Durant, Ed.M.

Wednesday, December 25, 2013

Most people only realize they're being bullied when they read this page; what is bullying, how to recognise bullies and injury to health

On other pages:

Updated by Tim Field Foundation

Different types of workplace bullying
The difference between bullying and harassment
What Is Bullying?

Why Me?

There are many reasons how and why bullies target others, and the reasons are consistent between different cases. There are many euphamisms used to describe bullying (e.g. firm management") and myths used to justify it (e.g. "victims are weak"). None of these are true. Bullying often repeats because bullies target their victims for the same reasons each time. This page may answer the question, "Why do I keep getting bullied?".

Why do people get bullied?

Bullies can act because they are jealous of their target's status, talents, abilities, circumstances or possessions. Bullies act without integrity, and despise people who display it. Sometimes they act with no reason other than for the kick they get from realising that something they have done has provoked a reaction in their target. Making people annoyed can be a cheap source of gratification and amusement. But bullies with jobs fear exposure of their perceived shortcomings, such as inadequacy and incompetence, and these people bully not for fun but in order - they think - to survive. Competent colleagues fuel the bully's fear that shortcomings in their capabilities will surface, so they tend to select targets who fulfil some of the criteria below.

  • Being in the wrong place at the wrong time
    • Bullies are predatory and opportunistic. Irrespective of any other explanation, being in the wrong place at the wrong moment is the main reason.
  • Being competent:-
    • being good at their job, often excelling;
    • being willing to go that extra mile and expect others to do the same;
    • being successful, tenacious, determined, courageous, having fortitude;
    • being imaginative, creative, innovative;
    • being able to master new skills;
    • thinking long term and seeing the bigger picture;
    • being helpful, always willing to share knowledge and experience;
    • being diligent and industrious;
  • Being Popular:-
    • with colleagues, customers, clients, pupils, parents, patients, etc;
    • Being regarded as an expert and the person to whom others come for advice, either personal or professional;
    • having a sense of humour, including displays of quick-wittedness
  • Having strength of character:-
    • displaying integrity, honesty, intelligence and intellect;
    • having a well-defined set of values that they are unwilling to compromise;
    • being trustworthy, trusting, conscientious, loyal and dependable;
    • a sense of fairness: willingness to tackle injustice;
    • low propensity to violence and strong forgiving streak
    • refusing to join an established clique;
    • being sensitive (having empathy, concern for others, respect, tolerance etc)
    • being slow to anger
    • showing independence of thought or deed;
    • refusing to become a corporate clone and drone;
    • having high coping skills under stress, especially when the injury to health becomes apparent
  • Having a vulnerability:-
    • The need to earn a living from work;
    • being proud of one's reputation and record;
    • being too old or too expensive;
    • finding it difficult to say no;
    • low assertiveness and a need to feel valued;
    • believing everyone is on the same team and working toward the same goals;
    • being too tolerant;
    • being a perfectionist;
    • low propensity to violence and strong forgiving streak;
    • a tendency to self-deprecation, indecisiveness, deference and approval seeking;
    • high expectations of those in authority and a distaste for those who abuse their power;
    • quick to apologise when accused, even if not guilty
  • Having raised concerns
    • ... about bullying, fraud, safety or any matter where the bully feels implicated or at risk as a result.

Revenge

This list of characteristics apply to "innocent" targets. However, some people respond to bullying with bullying. Sometimes they target their bully, sometimes they pass it down the line to a peer or subordinate. Some see this as a survival technique in an environment where bullying is rife, and it leads to widespread conflict. Revenge bullying does not require the target to have the sort of characteristics listed above, but any perceived weakness will do. Some would argue that bullying in revenge is justifiable, but in absolute terms it is no less unreasonable than the behaviour that provoked it. The perpetrator of revenge bullying loses any moral high ground they might have had at the outset, and ultimately they lose their right to criticise the conduct that they were originally subjected to.

Events / characteristics that trigger bullying

Bullying starts because of one of these things:

  • Structural Changes:-
    • the previous target leaves;
    • there's a reorganisation;
    • a new manager is appointed;
    • Economic forces make the bully's job more difficult than normal - a big order or a downturn;
  • Target's Popularity:-
    • The target's performance unwittingly highlights, draws attention to, exposes or invites unfavourable comparison with the bully's lack of performance
    • The target unwittingly becomes the focus of legitimate attention, making the bully jealous;
    • The target receives obvious displays of affection, respect or trust from co-workers;
    • gaining recognition for achievements, eg winning an award or being publicly recognised
    • gaining promotion
  • Target's Integrity:-
    • The target questions or refuses to obey an instruction that would require violation of law, rules, procedures etc
    • The target stands up for a co-worker who is already being bullied. This may result in instant suspension on specious grounds;
    • blowing the whistle on incompetence, malpractice, fraud, illegality, breaches of procedure, breaches of health & safety regulations etc. Again, this can lead to instant suspension on specious grounds;
    • undertaking trade union duties or performing other activities that are protected by law;
    • challenging the status quo, especially unwittingly;
  • Personal Characteristic of the Target:-
    • suffering illness or injury, whether work related or not
    • Being the wrong race, gender, gender orientation, religion, being disabled etc. While it is unlawful to bully someone for reasons related to such characteristics, a person could be bullied because they have ginger hair, blonde hair, too many spots, too few spots, are too tall, too short etc - in fact, for an infinite number of reasons.

A typical sequence of events is:

  • The target is selected using the criteria above, then bullied for months, perhaps years. Eventually, the target asserts their right not to be bullied, perhaps by filing a complaint with Human Resources.
  • It's one word against another with no witnesses and no evidence. Bullies readily lie and manipulate facts and people, so HR accepts the bully's word over the target's.
  • HR is further hoodwinked by the bully into getting rid of the target, often on concocted or false conduct or capability grounds that give bystanders the feeling that the dismissal is legitimate.(
    • (The HR manager might be a close ally of the bully, and proceeds without considering any moral or legal issues other than "is this going to come back and bite me?")
  • Once the target is gone, there's a period of between 2-14 days, then a new target is selected and the process starts again. This is because bullying is an obsessive/compulsive behaviour and serial bullies seem unable to survive without having someone onto whom they can project their inadequacies.
  • Even if the employer realises that they might have sided with the wrong person in the past, they are unlikely to admit it because of fear of legal liabilities. If the target begins legal proceedings, they often end with out-of-court settlements with confidentiality clauses.
  • Employers often promote serial bullies more readily than others, possibly because they are utterly beguiled by them, or perhaps as a form of appeasement because the manager is frightened of what the bully might do. Promotion after a bullying-related dispute is sometimes granted as if to compensate the bully for all the trouble they have been through.

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Welcome to Bully OnLine, web site of the UK National Workplace Bullying Advice Line where Tim Field shares his unique insight into bullying and its effects on health and profits. Explore the site by clicking the coloured text or mauve buttons at the bottom of each page. If you have question, see the frequently asked questions page.


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What's the difference between bullying and mobbing?
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Why grievance procedures are inappropriate for dealing with bullying
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Profile of the serial bully - who does this describe in your life?
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 edd, edm

Most people only realize they're being bullied when they read this page; what is bullying, how to recognise bullies and injury to health

What Is Bullying?

Updated by Tim Field Foundation

"...A major barrier to organizational efficiency and productivity and a major cost to organizations and to economies as a whole." - Clive R Boddy

On this page:

Definitions of bullying:
What's the difference between bullying, harassment and assault?
Where are people bullied?
What is Workplace Bullying?
How does it happen in a civilised environment?
Who is behind workplace bullying?
What triggers bullying?
What does bullying do to health?
What happens when someone complains about bullying?
What a bully might say when held to account
Am I Being Bullied?
What can I do if I'm being bullied?
What can you do if one of your employees is accused of bullying?

On other pages:

Different types of workplace bullying
The difference between bullying and harassment
Why Me?

Definitions of bullying:

Persistent, offensive, abusive, intimidating or insulting behaviour, abuse of power, or unfair punishment which upsets, threatens and/or humiliates the recipient(s), undermining their self-confidence, reputation and ability to perform. Derived from "Bullying at work: how to tackle it. A guide for MSF representatives and members: MSF 1995

When considering the reasonableness of the conduct in question, the perpetrator can be expected to give an innocent reason for their actions. However, their claimed intention does not define the reasonableness of their conduct: The prime consideration must be the effect of the conduct on the recipient.

Context is everything. The persistence, the pattern and the effect of incidents which are, in isolation, trivial, creates the context in which those incidents can be regarded as bullying. Examples of the sort of incidents and the patterns are given below.

Workplace bullying is commonly sustained by denial, ignorance and indifference, often in a climate of fear, with a common result being the premature departure of the target and reward for the perpetrator. Tim Field

Making a complaint or holding someone to account for substandard conduct, so long as it is done fairly and reasonably in good faith, is not bullying.

Others have given differently worded definitions, which essentially mean the same thing:

Rayner and Hoel provide five categories of bullying behaviour. These are threat to professional status (for example, belittling opinion, public professional humiliation, accusation of lack of effort); threat to personal standing (for example, name calling, insults, teasing); isolation (for example, preventing access to opportunities such as training, withholding information); overwork (for example, undue pressure to produce work, impossible deadlines, unnecessary disruptions); and destabilisation (for example, failure to give credit when due, meaningless tasks, removal of responsibility, shifting of goal posts).

Source: Workplace bullying in NHS community trust: staff questionnaire surveyLyn Quine, reader in health psychology
Workplace bullying is defined as the repeated unethical and unfavorable treatment of one person by another in the workplace. This includes behavior designed to belittle others via humiliation, sarcasm, rudeness, overworking an employee, threats, and violence. Constance Dierickx, Ph.D

What's the difference between bullying, harassment and assault?

Bullying differs from harassment and assault in that the latter can result from a small number of fairly serious incidents - which everybody recognises as harassment or assault - whereas bullying tends to be an accumulation of many small incidents over a long period of time. Each incident tends to be trivial, and on its own and out of context does not constitute an offence or grounds for disciplinary or grievance action.

Where are people bullied?

  • in long term jobs, by managers, co-workers or subordinates, or by clients (bullying, workplace bullying, mobbing, work abuse, harassment, discrimination)
  • in short term jobs such as the performing arts, agriculture or construction, where the engager, gangmaster or supervisor has complete power over workers.(bullying, harassment, discrimination, assault)
  • in the armed forces, religious organisations and the media by "untouchable" characters (bullying, harassment, discrimination, assault, rape)
  • at home by partner, parent, uncle, sibling (bullying, assault, domestic violence, abuse, verbal abuse, rape)
  • at home by landlords, their agents, debt collectors (bullying, harassment)
  • at home by neighbours (bullying, harassment)
  • at school (bullying, harassment, assault)
  • in hospitals, convalescent homes, care homes, residential homes (bullying, harassment, assault)
  • in public by strangers (harassment, stalking, assault, sexual assault, rape, grievous bodily harm, murder)

This is not an exhaustive list and does not include activities readily identifiable as criminal.

What is Workplace Bullying?

The purpose of bullying is to hide inadequacy. It has nothing to do with managing: Management is managing; bullying is not managing. Anyone who chooses to bully implicitly admits their inadequacy.

Some people project their inadequacy onto others:

  • to avoid facing up to and doing something about it;
  • to avoid accepting responsibility for their behaviour and the effect it has; and
  • to dilute their fear of being seen as weak, inadequate and possibly incompetent; and
  • to divert attention away from the same: In badly run workplaces, bullying is the way that inadequate, incompetent and aggressive employees keep their jobs and obtain promotion.

Bullying destroys teams, causing disenchantment, demoralisation, demotivation, disaffection, and alienation. Bullies run dysfunctional and inefficient organisations; staff turnover and sickness absence are high whilst morale, productivity and profitability are low. Any perceived efficiency gains from bullying are a short term illusion: Long term prospects are always at serious risk.

Bullying behaviours are behind all forms of harassment, discrimination, prejudice, abuse, persecution, terrorism, conflict and violence. Understanding bullying gives a person the opportunity to understand that which underpins almost all forms of reprehensible behavior. Because of that, bullying remains the single most important social issue of today.

Workplace Bullying tends to happen in phases that can be called (1) Isolation, (2) Control and Subjugation and (3) Elimination. The terminology in the examples applies to workplaces but has parallels in other situations. Examples are loosely categorised under the "Phase" headings but in reality any of the example behaviours can occur in any phase.

Isolation

  • constant nit-picking, fault-finding and criticism of a trivial nature - the triviality, regularity and frequency betray bullying; often there is a grain of truth (but only a grain) in the criticism to fool the people (including the target) into believing the criticism has validity, which it does not; often, the criticism is based on distortion, misrepresentation or fabrication.
  • simultaneous with the criticism, a persistent refusal to acknowledge the target and his or her contributions and achievements or to recognise their existence and value;
  • constant attempts to undermine the target and his or her position, status, worth, value and potential where the target is in a group (eg at work),
  • being isolated and separated from colleagues, excluded from what's going on, marginalized, overruled, ignored, sidelined, frozen out, "sent to Coventry"
  • The above can be done with or without the cover of a formal disciplinary or capability procedure.


Control and Subjugation

  • being singled out and treated differently; for instance, everyone else can get away with murder but the moment the target puts a foot wrong - however trivial - action is taken against them;
  • being belittled, demeaned and patronised, especially in front of others;
  • being humiliated, shouted at and threatened, often in front of others being overloaded with work, or having all their work taken away and replaced with either menial tasks (filing, photocopying, minute taking) or with no work at all finding that their work, and the credit for it, is stolen and plagiarised;
  • having responsibility increased but authority removed;
  • having annual leave, sickness leave, and (especially) compassionate leave refused
  • being denied training necessary to fulfill duties
  • having unrealistic goals set, which change as they approach, also deadlines change at short notice, or no notice, and the target only finds out when its too late to do anything about it.
  • being the subject of gossip which has the effect of damaging one's reputation.

Elimination

  • the target finds that everything they say and do is twisted, distorted and misrepresented;
  • is subjected to disciplinary procedures with verbal or written warnings imposed for trivial or fabricated reasons and without proper investigation, or with a sham investigation;
  • is coerced into leaving through no fault of their own, constructive dismissal, early or ill-health retirement, etc
  • is dismissed following specious allegations of misconduct or incapability which have just a grain of truth, to give superficial legitimacy to the dismissal.

One way to conceal bullying is to have regular or even continuous "reorganisations", where:-

  • targets can be "organized out" - this applies to anyone whose face doesn't fit, i.e. anyone who has identified, complained about or challenged problems with the status quo;
  • they can have their roles "regraded" or "redefined", if not being organised out.
  • The bully's allies and political pawns can be promoted to positions of influence.

Where a re-organisation seems pointless or counter-productive, or if it involves a disproportionate amount of disruption in relation to the perceived benefit of the change, it could be a smokescreen to conceal (and be a vehicle of) bullying. People are so busy coping with the chaos that bullying goes unnoticed. At the same time, the person responsible can claim to be reorganising in the name of efficiency, thus earning him or her the respect of superiors.

Business stakeholders should note that bullying, and these forms of concealment, may be distracting attention from financial fraud, corruption, misappropriation of funds and so on.

How does it happen in a civilised environment?

Bullying happens under the noses of those who should care enough to stop it but who don't, either because they simply cannot believe it could happen, or because they fear of the consequences (for them) of doing something about it. Thus, targets of bullying and abuse are often not believed when they do report it.

People who bully in adult life tend to be drawn to positions offering them ostensibly legitimate power of some sort, such as jobs that come with administrative or organisational authority over others. It is possible for a sufficiently dishonest person to abuse a position of trust to conceal negligence, incompetence, fraud and more, without ever being held accountable. Subjugation and control by guilt and by threats of worse to come allows abusers to take what they want, and to minimise the risk of being reported, or of such reports being believed by, appropriate authorities. 

It helps if the bully's superiors and peers are also bullies, or if they are so naive that bullying by this person is literally unthinkable, or they're scared of the consequences of crossing the bully. Whatever the underlying reasons, the legitimate authority that comes with a job works to protect bullies from comeback, because their peers and subordinates, HR & legal departments and other bystanders, more often than not, blindly respect the legitimacy of the "master-servant" relationship. Where there are two contrasting accounts of a situation, the default position is to respect the "master's" opinion. Thus, the perpetrator is often given support while the target is shut out and eventually forced to leave, usually under a cloud, freeing the perpetrator to attend to their next target.

There is little to differentiate this cycle of abuse from the situation of child-abusing priests, where children were too frightened to complain, or were not believed, and where the priests were allowed to continue to destroy the lives of children in their "care". The worst that happened to those who were identified as abusers was a move to a different location.

Following the death in 2011 of UK TV and radio presenter Jimmy Savile, stories of abuse by started to emerge from hundreds of adults, claiming to have been abused by Savile as children. Much of Savile's career involved working with children and young people, including visiting schools and hospital wards. He spent 20 years presenting BBC's Top of the Pops before a teenage audience, and another 20 years presenting "Jim'll Fix It", in which he helped the wishes of viewers, mainly children, come true. He was renowned for his charitable work. In October 2012, when the police were pursuing 400 separate lines of inquiry relating to Savile, John Cameron of the NSPCC said Savile was "a well-organised prolific sex offender, who's used his power, his authority, his influence to procure children and offend against them."  The Savile situation demonstrated the propensity among victims of abuse by a popular figure to remain silent, probably because, among other things, of a fear of not being believed. That fear may well be justified: There were police inquiries while Savile was alive, but none led to any charges being brought, because there was "insufficient evidence".

Subordinates bully their bosses too. The power or "advantage" which a bully uses is not restricted to that which comes with position. Power can exist in many forms, including the potential to destroy the boss's reputation with false or unfair accusations, or a threat that someone could make an excessive fuss if they don't get their way, or it could take on the form of spreading malicious rumours, saying things that would never be said to the target's face. In summary, a bully needs to have some form of advantage over the target, and that advantage can take on many forms.

Tim Field wrote that in environments where bullying prevails, most people will eventually either become bullies or targets. There are few bystanders, as most people will eventually be sucked in. It's about survival: people either adopt bullying tactics themselves and thus survive by not becoming a target, or they stand up against bullying and refuse to join in, in which case they are at risk of being bullied, harassed, victimized and scapegoated until they have to resign, and/or their health is so severely impaired that they have a stress breakdown, take ill-health retirement or are dismissed on capability grounds, or otherwise find themselves unexpectedly selected for redundancy, or being dismissed on grounds of misconduct.

Who is behind workplace bullying?

Most workplace bullying is traceable to a person with several of these traits, some of which might only be evident to those who are being or have been bullied themselves:

Charismatic

  • May occupy a role that is important in some way;
  • Very self-assured;
  • May be believed to be doing or to have done something selfless or of great value, eg charitable work or turning a failing department or business around;
  • May give off an impression of trustworthiness and reliability.
  • Has an air of untouchability: questioning this person's actions or decisions is taboo especially among peers and superiors.

Deceptive

  • compulsive liar: spontaneously makes things up to fit the needs of the moment; routinely embellishes stories for effect;
  • convinces superiors and peers by seeming plausible and convincing, sometimes by copying others' behaviour, words or work;
  • portrays him or herself as kind, caring and compassionate but only behaves this way where it leads to personal gain;
  • doesn't listen, can't sustain a meaningful conversation;
  • hollow, superficial and glib;
  • seems to have an overbearing belief in his or her qualities (especially as a leader or manager);
  • apparently cannot distinguish between leadership, management and bullying;
    • i.e. cannot distinguish between maturity and immaturity, decisiveness and impulsiveness, assertiveness and aggression, personal objectives and corporate objectives, eloquence and crassness; honesty and deceitfulness;
  • is oblivious to the difference between how he or she would like to be seen, and how he or she is seen.

Manipulative

  • is drawn to positions of power;
  • wants to control everything;
  • has a subjective sense of right and wrong.
    • "Right" is whatever he or she can get away with, such as falsifying time sheets to inflate income;
    • "Wrong" could be anything done by others, justifying the bully's punishment, threats, control etc, such as refusing to falsify time sheets for the bully or, indeed, falsifying them under duress;
  • projects his or her own shortcomings onto others;
  • distorts peoples' perceptions of reality through falsehood and gossip;
  • rewrites history to paint a better picture of him or herself and/or a worse picture of someone else;
  • Tells different people different things, causing confusion, disruption, division and conflict;
  • is selectively (un)friendly and (un)cooperative:-
    • is mean, officious and inappropriately inflexible with some people; but is generous, relaxed and very accommodating with others;
    • may motivate allies with the prospect of reward; but motivates most people with fear and guilt.
  • threatens dire consequences for people under his or her influence, who think or act for themselves. Threats could be made directly in private, or indirectly in front of witnesses;
  • warns targets that no-one will believe them if they report the bullying;
  • once called to account:-
    • aggressively denies and refutes any criticism, counter-attacking the critic with fabricated or distorted counter-criticism;
    • claims to have been bullied by the complainant, feigns victimhood, ("poor me"), uses amateur dramatics (bursting into tears etc), to avoid the question and evade accountability,
    • makes others feel guilty for daring to suggest that he or she might have done the slightest thing wrong;

Jekyll & Hyde nature

  • can be innocent and charming some of the time (typically in the presence of witnesses), but vicious and vindictive at other times (typically where there are no witnesses).

Ruthless and unpleasant

  • lacks a conscience, shows no remorse;
  • has a compulsive need to criticise;
  • is often devious, manipulative, spiteful, vengeful;
  • becomes impatient, irritable and aggressive if asked to address the needs and concerns of others;
  • may be emotionally cold, humourless, joyless;
  • may exhibit inappropriate or unusual attitudes to sex, gender, race, disability and other personal characteristics.

Tim Field estimated that one person in thirty has several of these traits, describing them as aggressive but intelligent individuals who express their aggression psychologically (constant criticism etc) rather than physically (assault).

(More information on the Serial Bully)

What triggers bullying?

Where a person displays some of the above traits, bullying can start simply because the target is there, and does nothing at all to provoke it. Bullying may be unwittingly provoked because the target is competent, popular, successful, has integrity or otherwise characteristics that the bully perceives as a threat to their own status, fearing that the target will - inadvertently or deliberately - expose some negative aspect of their activity. Bullying is a common response to raising concerns about malpractice (eg fraud, health and safety breaches and bullying), sometimes called "whistle-blowing". Where a bully wants an employee dismissed, but there is no legally fair reason, a bully-tolerant employer will apply conduct and capability procedures, inappropriately and unfairly, to superficially justify the employee's elimination from the organisation and thus reduce the prospect of being sued for unfair dismissal. Used in that way, such procedures are themselves vehicles of bullying by the person(s) conducting them.

What does bullying do to health?

Bullying can cause injury to health and make people ill, with some or all of the symptoms below. Many, if not all of these symptoms are consequences of the high levels of stress and anxiety that bullying creates:

  • shattered self-confidence, low self-worth, low self-esteem, loss of self-love, etc
  • reactive depression, a feeling of woebegoneness, lethargy, hopelessness, anger, futility and more
  • hypersensitivity, fragility, isolation, withdrawal
  • obsession, not being able to stop thinking about the experience in all its detail
  • hypervigilance (feels like but is not paranoia), being constantly on edge
  • uncharacteristic irritability and angry outbursts
  • tearfulness, bursting into tears regularly and over trivial things
  • sweating, trembling, shaking, palpitations, panic attacks
  • bad or intermittently-functioning memory, forgetfulness, especially with trivial day-to-day things
  • poor concentration, can't concentrate on anything for long
  • skin problems such as eczema, psoriasis, athlete's foot, ulcers, shingles, urticaria
  • irritable bowel syndrome
  • flashbacks and replays, obsessiveness, can't get the bullying out of your mind
  • tiredness, exhaustion, constant fatigue sleeplessness, nightmares, waking early, waking up more tired than when you went to bed
  • headaches and migraines
  • aches and pains in the joints and muscles with no obvious cause; also
  • back pain with no obvious cause and which won't go away or respond to treatment
  • frequent illness such as viral infections especially flu and glandular fever, colds, coughs, chest, ear, nose and throat infections (stress plays havoc with the immune system.)

For the full set of symptoms of injury to health caused by prolonged negative stress (such as that caused by bullying, harassment, abuse etc) click here. For details of the trauma that can result, click here.

What happens when someone complains about bullying?

Given the character traits of a typical workplace bully, they can give very plausible accounts of what has happened so, when the target makes a formal complaint, and if the employer takes any notice, they are often convinced by the bully, dismissing the target's account of things.

As mentioned above, if the bully is further up the hierarchy than the target, the bully's peers, HR & legal departments and other bystanders will often believe the bully by default, just because of the office they hold. (The actions they take next also constitute bullying).

For the target, the experience of being "swept under the carpet" in such circumstances can be equally or more traumatic than the original bullying, and where the employer is determined not to acknowledge the problem, it can lead to prolonged absence that ends with resignation, ill-health retirement or dismissal of the target on specious grounds of conduct or capability, as well as legal proceedings.

Where there have been previous similar complaints about a person's conduct, and where those complaints have been followed by illness and/or untimely departures of the persons making the complaint, one might imagine that any HR officer it would spot the similarities, think "enough is enough", and do something about it. However, the HR officer might be beguiled by or terrified of or dependent upon or be the bully, and find it easier to dispose of new complaints in the same way as before.

Where a business opts to protect a bully, the business takes on the task, costs and liabilities associated with resisting and eliminating the target, freeing the bully to focus attention on the next target.

What a bully might say when held to account

This is a real-life text book example of a bully's response to accusations of bullying, when his game was almost up. In May 2013, former TV presenter Stuart Hall pleaded guilty to 14 charges of indecent assault involving 13 victims, over a period of 18 years. Four months earlier, however, Hall spoke to reporters after his initial appearance in court. Hall's words are in italics, with our understanding of what he meant in brackets:

  • "May I just say these allegations are pernicious, callous, cruel and above all spurious.
    • (TFF inference: "I project the key qualities of my sexual deviancy - perniciousness, callousness, cruelty and spuriousness - onto my victims' allegations.")
  • "And may I just say I am not guilty and will be defending these accusations.
    • ("I am prepared to waste taxpayers' resources and commit perjury")
  • "Like a lot of other people in this country today I am wondering why it has taken 30 or 40 years for these allegations to surface.
    • ("I want you to doubt the credibility of my victims")
    • NOTE that Hall inadvertently gave a bit of the game away by using the word "surface", implying that he knew there was substance to the allegations and that it had thus far been hidden beneath the proverbial surface.
  • "The last two months of my life have been a living nightmare. I have never gone through so much stress in my life and I am finding it difficult to sustain.
    • ("Poor me. Please share the contempt I have for my victims, by focusing on the terrible harm they have done to me")
  • "Fortunately I have a very loving family and they are very supportive and I think but for their love I might have been constrained to take my own life.
    • ("I need you to associate me with the image of a loving family, which has also been harmed by my victims. Poor family, poor me. What a close shave I am having.")
  • "They have encouraged me to fight on, to fight the charges and regain my reputation and good name and whatever I have represented to this country down the years.
    • ("I have lied to everyone - those closest to me and the general public - for years. Even my family think I am innocent. Most people have always thought I was wonderful and I need that to continue. Who gives a damn about the children and young women I assaulted.")
  • "With that I would like to thank everybody who has supported me for their good will which has sustained me through this absolutely horrific ordeal.
    • ("In case I have not already made the point, my victims are audacious and horrible for coming forward. I genuinely hope that you feel sorry for me.")
  • "As I say I shall be defending myself. I am 83 years old. I was a healthy 83 year old, but I am now incubating a heart complaint and I'll be very lucky to survive another couple of years.
    • (In case you don't already feel sorry for me, feel sorry for me because I am frail and I've got a heart condition, and it's all my victims' fault. To help me get away with this, I need you to feel really, really sorry for me, and I need you and the general public to share the disdain and contempt I have for my victims.")
  • "But I hope to survive those two years and regain my honour and reputation and more than ever, my life."
    • ("My reputation and being untouchable are what let me get away with these crimes for so long. If I can just sustain those things I might reach the end of my life without being punished, like Jimmy Savile. To that end, I intend to continue fooling my family, my lawyers and the courts, you reporters and the whole world, into thinking that I must be innocent.")

Stuart Hall's comments to news reporters after his initial court appearance were just what you should expect a bully to say when they are being held to account. Their words are meant to make the listener feel sorry for the accused and contempt for the accuser. In Hall's case, they were intended to manipulate public opinion in his favour because, in his case, having a jovial reputation and the public on his side had been enough to deter his victims from reporting his crimes.

If you question an alleged bully, and the response is a "poor me" melodrama, punctuated with expressions of contempt and disdain for the accuser, it could well be an implicit admission of guilt.

Am I Being Bullied?

Some people are bullied for years without actually realising it, and others, who are not being bullied at all, claim that they are victims and seem to revel in the drama. (See the Stuart Hall example and "Who is Behind Workplace Bullying", above.)

Anyone thinking they might be being bullied needs to step back from the situation and be as objective as possible. This can be difficult for someone who is being psychologically manipulated. They can feel guilty about things that are not their fault. A person on the receiving end of abuse might have become convinced that it is futile or dangerous to make an accusation about someone who is in fact abusing them. Its a good idea for them to discuss it with a trusted friend or someone who is completely independent.

Before you accuse someone of bullying, make sure it is really happening. Think it possible that you may be mistaken. Rule out possible alternative explanations for your experience, such as:-

  • Some things that feel like bullying are not bullying: for example, if you know you have broken some disciplinary rule, you will know that your employer is allowed to use a fair disciplinary procedure to deal with that. If you have behaved badly yourself, then the way you're treated might be a reaction to that, but, unless you know you have behaved badly, talk about it to a friend before judging yourself.
  • If you don't like the way someone is treating you, have you made allowances for the way they are behaving? They might be having a bad day or week. People can lose their temper under pressure, and it might be a short term issue. They might be being bullied themselves. Has this happened before? Is there a pattern to their behaviour?
  • Does your unhappiness stem from this experience, or from something else?

People who are bullied find that they are:

  • Isolated
    • isolated and excluded from what's happening;
    • denied information or knowledge necessary for undertaking work and achieving objectives
    • starved of resources, sometimes whilst others often receive more than they need
    • denied support by their manager and thus find themselves working in a management vacuum
    • either overloaded with work (this keeps people busy [with no time to tackle bullying] and makes it harder to achieve targets) or have all their work taken away (which is sometimes replaced with inappropriate menial jobs, eg photocopying, filing, making coffee)
    • have their responsibility increased but their authority removed
    • overruled, ignored, sidelined, marginalised, ostracised
    • given "the silent treatment": the bully refuses to communicate and avoids eye contact (always an indicator of an abusive relationship); often instructions are received only via email, memos, or a succession of yellow stickies or post-it notes
  • Controlled and Subjugated
    • do not have a clear job description, or have one that is exceedingly long;
    • set unrealistic goals and deadlines which are unachievable or which are changed without notice or reason or whenever they get near achieving them
    • frequently or constantly criticised and subjected to unwarranted, destructive criticism;
    • encouraged to feel guilty, and to believe they're always the one at fault
      • when they defend themselves, their explanations and proof of achievements are ridiculed, overruled, dismissed or ignored;
    • frequently subject to nit-picking and trivial fault-finding. The triviality reveals an absence of any serious concern
    • subject to excessive monitoring, supervision, micro-management, recording, snooping etc
    • undermined, especially in front of others. Concerns are raised, or doubts expressed about a person's performance or standard of work, but the concerns lack substance and cannot be quantified, or are simply false;
    • threatened, shouted at and humiliated, especially in front of others
    • taunted and teased where the intention is to embarrass and humiliate
    • singled out and treated differently, e.g. being disciplined for arriving one minute late, when others stroll in late without penalty;
    • belittled, degraded, demeaned, ridiculed, patronised, subject to disparaging remarks
    • regularly the target of offensive language, personal remarks, or inappropriate bad language
    • have their work plagiarised, stolen and copied - the bully then presents their target's work (eg to senior management) as their own
    • the subject of written complaints by other members of staff (who have been coerced into fabricating allegations - the complaints are trivial, often bizarre ["He looked at me in a funny way"] and often bear striking similarity to each other, suggesting a common origin)
    • forced to work long hours, often without remuneration and under threat of dismissal
    • refused requests for leave, or unacceptable and unnecessary conditions are attached
    • denied annual leave, sickness leave, or - especially - compassionate leave
    • when on leave, are harassed by calls at home or on holiday, often at unsocial hours
    • receive unpleasant or threatening calls or are harassed with intimidating memos, notes or emails with no verbal communication, immediately prior to weekends and holidays (eg 4pm Friday or Christmas Eve - often these are hand-delivered)
  • Eliminated
    • are invited to "informal" meetings which turn out to be disciplinary hearings
    • facing unjustified disciplinary action on trivial or specious or false charges
    • subjected to unwarranted and unjustified verbal or written warnings
    • are denied representation at meetings, often under threat of further disciplinary action; sometimes the bully abuses their position of power to exclude any representative who is competent to deal with bullying
    • dismissed on fabricated charges or flimsy excuses, often using a trivial incident from months or years previously
    • coerced into reluctant resignation, enforced redundancy, early or ill-health retirement
    • denied the right to earn their livelihood including being prevented from getting another job, usually with a bad or misleading reference

If you're reading this because you think someone you know is being treated this way, send them a link to the page or print it and give it to them - it might be the best thing you ever do for them. If you're reading this because you're worried about the way you are being treated by someone, Read more of this website to find out what courses of action are open to you.

What can I do if I'm being bullied?

  • Put your health before anything else
    • However strong your personality, no one is immune from mental health problems. Unexpressed anger and fear can lead to depression in "normal" people. If you're reading this in time, take evasive action before it gets that bad.
    • Be aware of and monitor your stress levels. Try not to allow your stress to get so serious that you become bogged down with it, mindful that it is difficult to recognise the extent of the problem yourself. Ask family, friends and doctor to help as appropriate
    • Avoid having one-to-one meetings with the bully if you have already complained about the bullying
  • Document everything
    • Maintain contemporaneous notes of what you said and did, and what others said and did
    • Keep memos, emails and other documents that are evidential of bullying
    • Especially if you get bullied in private, consider using a pocket voice recorder (smartphone) to obtain a verbatim transcript.
  • Think and operate strategically
    • Remember there are things in life you can control, things you can influence, and things you cannot do anything about. Ultimately, the only thing you can control is you. Attempting to persuade your employer to act responsibly can be pointless and thus painful, but it is in your interests to try not to fret about it if it does not work. Focus your attention on what you can do and are doing.
    • There is a risk that any mistakes you make as a result of being bullied, any sickness absence, and any illness will be used by a bully to discredit you. Most of what a bully throws at you is designed to provoke a response that can be used against you.
    • Understand this and avoid responding directly to such provocations;
    • Always act reasonably and in doing so, a contrast will emerge between your behaviour and the bully's;
    • Accept that this probably is not enough to make it stop;
    • Remember that there is more to you than your job, and try not to take it too seriously;
    • Remember that once you decide to resist the bullying, you may be in for the "long haul";
  • Seek but do not depend on support from other managers or trade union.
    • If they give tell-tale signs that they do not believe you or do not support you, do not keep hoping that they will support you.
    • Seek independent support from neutral third parties.
    • Get some help, but think about the interests and personal agendas of the people you hope to trust;
    • Consider who is or might be facilitating the bullying, and avoid confiding in them.
  • Equip yourself with your employer's policies and procedures, and make sure that YOU follow them, and encourage others to do the same;
    • Be 100% fair and reasonable, even when standing your ground;
    • Always maintain your dignity and be polite, even in the face of rudeness;
    • If you can, have a trusted companion with you as a witness in any meeting to discuss bullying. If you don't have a companion you can trust, make sure you have an audio recorder;
    • Remember that everything you write, say and do might one day be discussed in a court or tribunal, so make sure your actions are beyond reproach and justifiable. Don't do or say anything that you would not wish to repeat in public;

Notes of formal and semi formal meetings often contain omissions or note-takers' conflicting perceptions of what was said, leading to disputes over the accuracy of the minutes. Eliminate the possibility of such disputes by making audio recordings of meetings about the bullying, even if there is a note taker present. You do not need permission to make accurate notes, and it is very telling when someone who hopes to create a record of the meeting they want, rather than the meeting they had, objects to you making an audio recording. If there are objections, record the meeting one way or another.

Keep any recordings and notes strictly confidential and use them only for legitimate purposes. A covert recording of a confidential meeting could be perceived by an employer as a breach of trust, leading to disciplinary action A court or tribunal might only consider covert recording as legitimate conduct where the recording discloses a more significant breach of trust by someone else.

  • If you have tried the above and it is not working out, seriously consider changing jobs.
    • Even though it is unfair that you should have to leave, it is better to do so on your terms, when you choose, with your mental health, disciplinary record and sickness absence record intact, than to stick it out, battling an insuperable force, and being dismissed on some specious misconduct charge after exhausting your entitlement to paid sick leave, suffering from depression.
    • If you are considering leaving, consider your legal options as well - you may have recourse through the legal system but remember to put your health and wellbeing before any other consideration.

What can you do if one of your employees is accused of bullying?

  • Do not ignore it
  • It is possible for a complaint to be faked, or for a complainant to be mistaken. It is also possible that they may be right. Therefore, do not presume anything and do not make decisions based on rumours.
  • Be aware of the modus operandi of bullies and their special talents for flattery and for acquiring a following.
  • In a dispute over bullying, the bully is likely to be the one with the most witnesses until enough people decide that it is safe to speak out.
  • Do not try to understand what drives the bully's behaviour. Concentrate on their actions rather than psychological causes.
  • Get support. Use HR professionals and occupational psychologists. Use external specialists if your environment might restrict the freedom of an internal partner to objectively assess the situation
  • Be prepared to dismiss an employee that bullies others. The more influence they have over your results, the more they should behave well. If you tolerate bad behaviour among people who drive your bottom line, you will give the message "We want the results and we don't care what you do to achieve them". This is the worst message you could give when you remember that bullying at work destroys teams, collaboration and willingness to contribute; it increases staff turnover and puts your business at risk of lawsuits, as well as indicating a high potential for fraud and corruption.
  • Leave no doubt in your employees' minds that it is always safe to speak out.
  • The fact of the complaint discloses something serious, so aim to get to the bottom of it as promptly as possible
  • Listen very carefully to the complainant
  • Establish whether the incidents complained of actually occurred
  • If you do not believe the complainant, get some help from an expert
  • Put your employees' health before anything else
  • Think about the interests and agendas of the people who give you evidence
  • Follow policies and procedures
  • Be 100% fair and reasonable
  • If bullying is occurring, do not make excuses for it - it will happen again and be worse next time.


Elyssa D. Durant © DailyDDoSe™ 2007-2008