ZT: Psychological Violence in the Workplace (also known as “Bullying”)

 
 
Psychological Violence in the Workplace (also known as “Bullying”)
 Source: http://www.nursesunions.ca/extension.php?docex=272

Preamble:
 
Psychological Violence, or bullying, in the workplace is on the rise in Canada.  In 2000 a survey
of Canadian Unions documented that more than 75% of those surveyed reported incidents of
harassment and bullying at work.
 
This includes:
 
“Any vexatious behaviour in the form of hostile, inappropriate and unwanted conduct,
verbal comments, actions or gestures that affects an employee’s dignity or psychological
or physical integrity and that results in a harmful workplace for the employee.”1
 
“Psychological violence is hostile and repetitive behaviour which most often takes the
form of harassment.  Psychological harassment may occur between colleagues or in the
context of a hierarchical relationship.  It can also be exercised collectively: in this case,
the environment becomes hostile.  Through injurious attitudes or comments, they
marginalize and exclude the victim by discrediting her. 
Psychological violence most often is manifested subtly, which makes it difficult to
identify.  Its effects reveal its severity.  It is difficult to obtain recognition for this form of
violence from employers, who tend to downplay it and gloss over abuse of power by
reducing it to a personality conflict.”2
 
A number of jurisdictions have taken steps to address this problem, most notably the Province of
Quebec which enacted legislation that explicitly recognizes “Psychological Harassment” in its
Labour Standards Act.  Additionally, in 2003 a Private Members Bill came before the Canadian
Federal Government entitled Bill C-451 “An Act to prevent psychological harassment in the
workplace and to amend the Canada Labour Code.”  Sadly, this Act died on the order paper.
                                                
1
 Government of Canada, [DRAFT] Bill C-451, First Reading
2
 FIIQ, A Policy to Counter Violence at Work. 2001
Most other jurisdictions leave this matter to be addressed by broad and inadequate provisions
found in Provincial Workers’ Compensation Legislation or in various forms in Collective
Agreements.
 
In healthcare for nurses, as in other workforces, bullying takes on at least two different forms:
lateral psychological violence or bullying (also known as “horizontal hostility”) within the
nursing profession; and, psychological violence of nurses by others.  Several recent studies have
indicated that up to 70% of nurses who are the targets of bullying behaviour leave the profession. 
Of particular alarm is the high numbers of new practitioners who leave the workforce within 6
months due to psychological violence.  Research has indicated a link between nurses’ rise in
workload with increased instances of bullying in the workplace. All forms of bullying are
unacceptable.3
 
Position:
 
The Canadian Federation of Nurses Unions believes that:
 
- All forms of bullying or psychological violence are unacceptable.
- All people are entitled dignity, respect and to work and/or receive health care services in
an environment free of harassment and discrimination, which includes acts of
psychological violence or bullying.
- Bullying or psychological violence must be addressed by immediate measures and is a
particular risk for nurses as a category of workers.  Such harassment is a significant
concern for the retention of nurses in all jurisdictions in Canada. 
- “Violence in the health workplace threatens the delivery of effective patient services.  If
quality care is to be provided, nursing personnel must be ensured a safe work
environment and respectful treatment.  Excessive workload, unsafe working conditions,
and inadequate support can be considered forms of violence and incompatible with good
practice.”4
- Each Province, Territory and the Federal Government must follow the lead of the
Province of Quebec and enact decisive legislation which explicitly prohibits
psychological violence in all of its forms in the workplace.
                                                
3
 Namie (2003); Centre for Addiction and Mental Health (2003); Randle (2003); Gross (2005).
4
 ICN Position Statement, 2001
- Health Employers, including Governments, must also adopt explicit policies in the
workplace to promote a “zero tolerance” to psychological harassment which includes:
educational programs for all staff; specialized training for all managers, clinical educators
or those in positions of power over others; immediate and effective interventions for
those claiming to be victims of bullying; effective resolves for victims of bulling and
severe consequences for the bullies themselves.
- Nursing Educational Curricula must proactively address issues of psychological violence
or bullying.
 
 
References: 
G. Namie, 2003 Report on Abusive Workplaces, The Workplace Bullying & Trauma Institute, October 2003.
L. Gross, 2005 “The Workplace Bullying,” Advance NewsMagazines for Nurse Practitioners, September 2005.
A. Pugh, 2003 “Bullying in Nursing: Building a culture of respect combats lateral violence.” Cross Currents Winter
2005-6.
J. Randle, 2003 “Bullying in the Nursing Profession,” Journal of Advanced Nursing August 43 (4): 395-401.
L. Childers “Nurses in hostile work environments must take action against abusive colleagues,” Nurse Week, April
26, 2004.
Government of Canada, “Bill C-451. An Act to prevent psychological harassment in the workplace and to amend the
Canada Labour Code.”, First Reading, September 24, 2003. 
Gouvernement du Quebec, Labour Standards Act, 2004 (in particular Sections 3, 81 and 123).
Ontario Ministry of Labour & Ontario Occupational Health & Safety Act.
International Council of Nurses Position Statement on Violence. March 8, 2001.
BCNU Workshop materials “What You Seize is What You Get: Understanding and Asserting the New PCA
Language.” 2006. 
FIIQ (Federation des Infirmieres et Infirmiers du Quebec) To Work in Dignity. A Policy to Counter Violence at
Work. 2001.
SUN (Saskatchewan Nurses Union) workshop materials: “Bullying in the Workplace.” 2005 
Various Canadian Nurses Unions’ Policies & Procedures on Harassment & Discrimination.
 
 
 
 
 
Approved March 29, 2007