Cyberbullying in the Workplace: Part II

The development of technology and easy access to it have made us more vulnerable to cyberattacks — they can take the form of cybermobbing, which can affect us even outside the workplace. After all, technology allows us to communicate anytime, anywhere.

In the last article, we described the definition of the phenomenon of cyberbullying, presented its possible forms, explained what cyberbullying is and what it is not, cited research data, and also indicated who is in the risk group and what consequences cyberviolence brings - both for individuals and the entire organization. You can read the article here: Cyberbullying in the Workplace: Part I .

Today we will focus on preventing cyberbullying and how to respond when it occurs.

How to prevent cyberbullying?

Not all cases of cyberbullying carry the same genre weight, nor do they have to be considered in the context of criminal law. Many of them can be effectively addressed through a graded response approach — combining prevention, education, protection and intervention.

Systematic and systematic actions are necessary so that the organization can prevent cyberbullying and harassment at work by third parties. The culture of the organization should create an action plan based on risk assessment and with the participation of the employee. It is a matter of developing appropriate policies, procedures and protocols that will take into account potential cyber attacks. The main objectives, as in the case of e.g. countering traditional mobbing, are:

• Prevention of acts of cyberbullying and harassment
• Stopping escalation and limiting the consequences
• Victim support

Safe Work Australia has developed 10 tips on how to tackle online abuse in the workplace:

1. Create a safe and secure online work environment, such as using security settings and tools in online services to block, mute or remove abusive content
2. Change the way work is done to minimize risks through systems, policies and procedures, such as identifying and managing the causes of problems that generate abuse; design work to prevent employees from engaging in offensive material and put in place clear procedures for employees so they can protect themselves and respond to online abuse.
3. Moderate content on your organization's online platforms, for example, through guidelines on acceptable content.
4. Report content that is offensive. Contact the police in case of serious cases.
5. Implement workplace policies, such as setting policies for the proper use of online platforms, phones and other technologies, and how to prevent and respond to incidents.
6. Provide information and training, e.g. on dealing with difficult people, online safety. Talk to employees about where, when and how work-related online abuse can occur and what is being done to prevent it.
7. Create a positive and respectful workplace culture.
8. Address online abuse in the workplace.
9. Encourage employees to report online abuse — and support them when they raise concerns
10. Talk to employees — to help identify where, when and why online abuse may be taking place, and get ideas on how to prevent it.

Of course, the development of such steps should undergo a systematic review - the cyber environment is dynamic changes and new threats that need to be developed.

CIOP-PIB Guide

In Poland, the prevention of cyberbullying in the workplace was dealt with by CIOP-PIB developing a guide, which contains key points, thanks to which we can influence the situation and prevent it. Intentionally ignoring emails, telephones or other forms of electronic communication initiated by the employee;

• Transfer the content of the employee's message to third parties in order to harm his reputation;
• Public expression of criticism of the results of the employee's work with the use of digital tools;
• Hiding relevant information, emails or documents, which makes it difficult or impossible for the employee to perform his duties;
• Spreading rumors or false information about the employee by electronic means;
• Insulting, intimidating or threatening an employee using information and communication tools;
• Formulating offensive comments about the origin, appearance, beliefs or private life of the employee through digital media;
• Unauthorized acquisition of information about the employee's private life (so-called hacking) and using it to ridicule or discredit him.

Behaviors that we do not qualify as cyberbullying are usually those that, yes, seem difficult and problematic, but in fact are simply part of work and life experiences:

• Setting the employee specific goals and realistic deadlines for the implementation of tasks;
• Conducting honest and constructive conversations with the employee about the unsatisfactory results of his work;
• Deciding not to grant a promotion for substantive reasons and related to the duties performed;
• The application of disciplinary measures or termination of cooperation with the employee on the basis of real, justified reasons.

summary

Cyberbullying in the workplace is a complex phenomenon, requiring both rapid responses and long-term strategies. Education, dialogue and systematic reviews of procedures are key — in a world where the digital environment is constantly changing. Creating a safe online space is not a one-time action, but a process — a shared responsibility of employers and employees.

Sources

1. https://m.ciop.pl/CIOPPortalWAR/file/94408/BP_3_2022_16_19.pdf
2. https://m.ciop.pl/CIOPPortalWAR/file/96144/Radzenie_sobie_z_cyberprzemoca_w_miejscu_pracy.pdf
3. https://www.safeworkaustralia.gov.au/safety-topic/hazards/workplace-violence-and-aggression/online-abuse-workplace
4. https://www.safeworkaustralia.gov.au/sites/default/files/2021-05/Workplace_online_abuse_workers.pdf
5. https://oshwiki.osha.europa.eu/en/themes/cyberviolence-and-cyber-harassment-committed-third-parties
6. https://www.coe.int/en/web/cyberviolence/types-of-cyberviolence
7. https://samorzad.pap.pl/kategoria/praca/raport-ponad-41-proc-polakow-doswiadcza-mobbingu-w-miejscu-pracy