Workplace bullying is a problem that may profoundly impact people and cause emotional, psychological, and occasionally even physical harm.

It is therefore a difficult situation for everyone as it may also disturb the peace and effectiveness of a workplace.

Still, it is sometimes overlooked, unreported, or addressed insufficiently. Ignoring such problems could have serious effects for the victims as well as for the company. Not only is it legally required, but addressing claims of bullying is also moral.

A safe, supportive environment is essential for employees to thrive, and it promotes trust, collaboration, and productivity. 

In this blog, we’ll explore the serious issue of workplace bullying, which can deeply affect individuals and disrupt the overall culture of an organisation and why external workplace investigators are essential for the same.

Case Study: Allegations of Bullying Richard Marles, Deputy Prime Minister's Office

Jo Tarnawsky, Deputy Prime Minister Richard Marles' chief of staff, recently alleged she was let off from her position after voicing concerns over bullying behaviour among coworkers.

She is still formally employed, but her access to the office has been restricted and she has not personally seen Mr. Marles in months. She said she was "bullied out of her job," referencing a lack of fair procedure even though she did not accuse Mr. Marles of bullying.

Particularly when Tarnawsky discussed the effects on her mental health—including despair, anxiety, and other upsetting symptoms—her words have attracted a lot of public attention.

The case has spurred more general debates on the difficulties of workplace bullying and the need for objective, transparent investigative practices.

The Significance of Addressing Workplace Bullying

From verbal assaults, intimidation, and humiliation to undervaluation of someone's work or exclusion from significant events, workplace bullying can be subtle or overt.

Whatever its shape, the consequences can be negative and compromise people's mental health over time. Bullying damages the company as well by decreasing morale, raising turnover, and upsetting output.

Bullying not only affects the one targeted but also generates a toxic atmosphere wherein other staff members might feel uneasy or threatened, therefore erasing team trust.

When certain circumstances develop, organisations have an obligation to act. Ignoring such concerns conveys a message that destructive behaviour is OK, which can cause further difficulties down the road. Investigating charges of bullying is thus rather important.

When conducted properly, these enquiries may result in improved work culture, assist to re-establish trust, and bring about good change.

• Employers have legal responsibility for guaranteeing a safe workplace. Ignoring allegations of bullying could result in financial losses, a tarnish of the organisation's reputation, and legal consequences.

• Responding quickly to claims makes it very evident that the company respects employee welfare and forbids maltreatment.

• Fair and efficient investigation and resolution of problems will raise staff morale, foster trust, and help to create a respectful culture.

Challenges in Investigating Workplace Bullying Internally

• Dealing with bullying allegations may be difficult, and doing it inside the company might provide unique difficulties. When internal teams handle certain circumstances, one may wonder about objectivity. Internal investigators may really know the individuals engaged, so occasionally unconscious prejudices result from their knowledge.

• Internal investigators might find it difficult to stay objective, particularly if they know people engaged in the investigation. Even a slight inclination of favouritism might compromise the validity of the research and deter others from raising issues.

• Workers who experience bullying might worry about reprisals should they bring their problems forward to someone inside the company. They might be concerned about losing their employment, being subjected to more mistreatment, or running into other types of reaction.

• Sometimes bullying is subtle and involves actions difficult to verify. Internal teams may lack the knowledge to manage these difficult circumstances, so it becomes difficult to solve the problem.

Regarding Jo Tarnawsky, it is abundantly evident that her worries were not sufficiently handled inside, which is why she became public. This emphasises the necessity of a more open and objective approach as it shows the limits of internal procedures.

Why Bringing in an External Workplace Investigator Can Be a Game Changer?

Depending just on internal investigations might not be sufficient for complicated or well-known instances. External workplace investigators then become quite helpful.

These experts are independent, objective, and sometimes possess specialised knowledge that enables them to manage such situations with competence and care. Hiring an outside investigator guarantees that the procedure is open and that all those involved receive just treatment.

• Outsiders offer an objective viewpoint. They are free to view the facts impartially as they do not know anyone in the company personally. The fair investigating process depends on this objectivity.

• Since they specialise in managing workplace bullying, outside investigators can see behaviours and trends others would ignore. Their awareness of the subtleties of such situations helps one to find the underlying cause of the problem.

• Both inside the company and among the staff, independent results are usually seen as more reliable. An independent third party's findings from an inquiry increase the possibility that both sides will agree with the conclusion.

• External investigators receive training in delicate handling of sensitive subjects. Trauma-informed methods help them to guarantee that the research does not aggravate the victim any more. Their thorough reports include well-defined facts and suggestions that will enable the company to decide on direction of action.

Effective Practices When Hiring External Investigators

Selecting the suitable outside investigator is crucial. The effectiveness of the research relies on the investigator's abilities and on the organisational support. Companies should bear in mind following while thinking about outside assistance:

• Involve top staff members, use outside investigators when the charges are significant, or if similar complaints have been lodged often. This guarantees comprehensive and objective research.

• Search for experts who have dealt with workplace bullying—especially those who grasp the psychological and legal elements. A skilled investigator can manage the complexity of such instances and approach delicate circumstances.

• The company has to totally back the research process. This implies working with the investigator, giving access to pertinent records, and motivating staff members to get involved without thinking about consequences.

• Specifying the extent of the research and the expected results will help to guarantee that the procedure is efficient and results in favourable change.

Benefits of Professional Investigations

One can get various advantages from outside investigations. Proper handling of them can result in noticeable changes in company culture and assist in future problem prevention.

• Comprehensive reports provide companies with specific, doable actions they can use to combat bullying. This might call for policy revisions, disciplinary action, or the start of fresh training courses.

• Many times, present policies show gaps. These revelations help companies to strengthen and increase their anti-bullying policies by means of bettering their effectiveness.

• Employee confidence within the team can be rebuilt when they observe fair handling of bullying accusations. This conveys a statement of the company's will to promote a polite, bully-free atmosphere. Knowing that their concerns would be given weight also motivates others to come forward should they experience similar problems.

Outcomes and Long-Term Benefits

Dealing with workplace bullying is about building a culture whereby every person feels secure and respected, not only about fixing specific situations. Fair, open investigations enable companies to find areas needing development and pursue long-term fixes.

• Enhanced anti-bullying rules and training initiatives help to create a more inclusive, encouraging, and happy workplace. When employees feel valued and appreciated, they are more likely to be involved, driven, and creative.

• Effective studies can also assist to restore a workplace environment tarnished by bullying. Although it takes time, employees who recognise that their well-being comes first are more likely to be devoted to the company.

• Fair procedures assist to avoid such problems developing going forward. Organisations may show that such behaviour is unacceptable by confronting bullying head-on, therefore promoting a culture of respect and teamwork.

Finally, it's about improving the workplace for every one of us. Workers should be able to be themselves, openly express their thoughts, and concentrate on their work free from concern for abuse in the surroundings.

The Jo Tarnawsky and Deputy Prime Minister Richard Marles case underscores the need of fairly and transparently addressing workplace bullying. Individuals might suffer greatly from bullying and ignoring it can cause more general problems inside the company.

Organisations that want to fight bullying have to give careful and objective investigations top priority. Including an external workplace investigator may make all the difference in guaranteeing a fair procedure and trustworthy results. Companies may create a stronger, more unified team where everyone feels appreciated and empowered by pledging to a polite, bully-free work environment.