Conduct Change upholds its clear commitment to its social purpose through the formation and ongoing support of our Stop Hurt at Work project.
Our mission is to end workplace bullying through the development of meaningful prevention activities for organisations and the implementation of effective routes to redress for individuals.
Stop Hurt at Work aims to achieve this by raising awareness and seeking formal recognition of workplace bullying as a problem that injures individuals and damages organisations.
Conduct Change will work with employers through researching preventative programmes and sharing advice, and providing support for individuals who are struggling to move on.
The law does not provide sufficient protection or redress for people whose employers let bullying go unchecked, making the process of seeking legal remedy in these cases unduly complex and arduous. We will work with lawyers and legislators to identify and close the gaps in legislation through our Stop Hurt at Work campaign.
Workplace bullying is a problem that calls for collective action, beginning with courageous and open conversations about the impact of bullying on both individuals and organisations. We will work with and support organisations with this common purpose at heart, and we call on business leaders to engage with us to create safer working environments for everyone.
Campaigning for Change
We are raising awareness through our annual conference and lobbying campaigns. We are seeking formal recognition of workplace bullying as a problem that injures individuals and damages organisations.
“Employees are almost twice as likely to have experienced bullying than harassment (not sexual harassment) at work over the past three years (15% versus 8%). Just 4% report experience of sexual harassment.”
CIPD Managing Conflict in the Workplace, January 2020
Workplace bullying is one of the root causes of stress at work and its subsequent impact on individuals and organisations. This needs to be part of conversations from mental health and workplace wellbeing to innovation, engagement and the economy.
The law does not provide sufficient protection or redress for people whose employers let bullying go unchecked, making the process of seeking legal remedy in these cases unduly complex and arduous. We are working with lawyers and legislators to identify and close the gaps in legislation.
In the UK the majority of bullying cases are not upheld internally. A case for bullying itself (rather than harassment) cannot be brought to an employment tribunal. After more than 20 years of research showing that workplace bullying is a real problem, why do so many cases still fail? What can we do differently for both employees and employers?
Professor Emeritus Charlotte Rayner
Advisory Board Lead for Research
We select topics for research which concern any type of harassment and also bullying. Our research ultimately focuses on workplace effects and is concerned with adults.
We are willing to use a variety of methods - case studies, questionnaires and interviews, for example. We expect all our research to be of international standard and publishable. However we are willing to undertake confidential research which may not be published.
The threshold of international excellence means that we normally involve academics in our research and use relevant ethics processes to ensure scrutiny is undertaken because we are sometimes dealing with vulnerable persons.