When we think of workplace bullying, scenarios of overt aggression or malicious acts often come to mind. However, many instances of bullying stem from everyday actions that may be unintentionally harmful. As I often say, even good people get it wrong sometimes. 

These behaviours, though not always malicious, can have a negative impact on employee wellbeing, leading to a toxic work environment if left unchecked. In this blog, we will explore how unintentional bullying occurs and practical ways to prevent it to ensure a safe and respectful workplace. 

The Prevalence of Unintentional Bullying 

Workplace bullying remains a widespread issue across Australia, with nearly one in three people impacted at some point in their careers. However, not all these cases involve deliberate harm. Unintentional bullying – where actions aren’t intended to hurt but have negative effects – is still bullying and unlawful. 

Unintentional bullies may not even be aware of the damage they are causing. Yet, their behaviour – when repeated or pervasive – can create a hostile environment for others. As a result, addressing unintentional bullying is just as important as combating deliberate bullying. 

How Everyday Actions can be Perceived as Bullying 

Unintentional bullying often arises from behaviours that may seem harmless on the surface but, over time, can erode a colleague’s confidence, sense of belonging, or job satisfaction. These actions can include: 

• Micromanagement: Constantly checking in on an employee’s work or offering excessive oversight can make them feel incompetent or mistrusted, contributing to feelings of frustration and stress. 
• Exclusion: Leaving someone out of relevant meetings or decision-making processes can be a form of social isolation, which is bullying and can result in feelings of rejection or inferiority. 
• Criticism: Negative feedback can come across as bullying if delivered too frequently, harshly and/or in front of other people – especially if it undermines the individual rather than focusing on constructive improvement. 
• Stereotyping: Favouring certain employees or excluding others, based on unconscious biases, can contribute to an inequitable environment. 
• Gossip: Talking about someone in a negative, demeaning, and/or degrading way. 

Proactive Steps to Prevent Unintentional Bullying 

A crucial aspect of unintentional bullying is the impact of the behaviour. Someone may not intend to cause harm, but if their actions create a risk to the health and safety of the person (including psychosocial), then it’s important to address those behaviours. Proactive organisations can highlight the fact that even well-meaning actions can inadvertently contribute to an unsafe workplace. 

Preventing unintentional bullying requires a cultural shift. Organisations can create a more positive work environment by educating leaders and employees about the subtle ways bullying can manifest. Here are a few proactive suggestions: 

• Training: It is essential to raise awareness about unintentional bullying, how everyday actions can impact colleagues, and avoiding unconscious biases. 
• Communication: A workplace that values open and respectful communication is less likely to experience bullying behaviours. Employees must feel comfortable about discussing concerns without fear of retribution. 
• Role-models: Leaders should exemplify respectful behaviour and foster a culture of empathy and understanding. They need to be aware of their own actions – especially when it comes to micromanagement and favouritism. 
• Feedback: Assess employee satisfaction regularly through anonymous surveys or one-on-one discussions. 

Repercussions for Employers 

While intent may play a role in assessing the severity of workplace bullying cases, the Fair Work Act 2009, and Work Health and Safety (WHS) Acts in every state and territory focus on the risk of harm. Employers have a duty of care to ensure that staff are not subjected to behaviours – intentional or unintentional – that create a risk of harm. 

Failure to address workplace bullying, even if unintentional, can lead to serious consequences that may include compensation claims, financial penalties, reputational damage, reduced employee wellbeing and productivity. 

As is evident, unintentional bullying is a complex and often overlooked issue that contributes to unsafe workplaces. While the intent behind actions may not always be harmful, the impact can have lasting negative effects on employees and the overall work environment.  

By fostering a culture of awareness, open communication, and empathy, organisations can prevent unintentional bullying and build a more inclusive, respectful workplace for everyone. 

EEO Specialists offer in-person workshops as well as online courses to help organisations recognise and address bullying – intentional and unintentional. We also have a unique corporate theatre experience called ‘Much Ado About Hector’ which drives home key messages about workplace bullying.  

If you would like to have a confidential discussion about unlawful workplace behaviour and compliance, please call me on 0405 134 187 or email franca@equalopportunitytraining.com.au   

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The author, Franca Sala Tenna, is a lawyer and acknowledged workplace behaviour and compliance expert. She is also the Founder & Director of EEO Specialists, and Online Compliance Training.