Workplace Harassment Part II
Welcome back to the series of articles highlighting workplace harassment. In the last article, we defined what workplace harassment is and illustrated some examples of what it may look like. If you have not read that article yet or do not recall much of the information from it, please take a moment to go back and review it. Nursing, perhaps more than any other health care profession, claims caring as fundamental to its practice. While it is often in relation to providing care for nurses, it is also important to extend this value to our colleagues and work environment. As explained in UNA’s Workplace Violence and Abuse Manual (2019), “it is not unusual for employees to delay contacting the union regarding harassment and/or bullying particularly when the abuse is subtle rather than overt. Often the individual questions their own feelings and wonders if they are being too sensitive or are overreacting to an incident(s) or behaviour(s). One of the effects of harassment and bullying is to diminish the target’s self-confidence and self-esteem. Harassment and bullying has an insidious impact on its targets. Harassment and bullying undermines the very characteristics necessary for someone to challenge a harasser or bully.”
The Canadian Nursing Association and the Canadian Federation of Nurses Unions explains in their joint position statement that the promotion of harassment-free workplaces is a shared responsibility among all health-care stakeholders. This includes employers; clients; nurses, nursing students and other employees in the health-care setting; nurse educators and researchers; governments/agencies; and nursing professional, regulatory, labour and accreditation organizations. While it is crucial for all these different components of the workplace to participant in promoting a safe work environment, we will be focusing on the strategies at the employee level in this article.
Below is a list of strategies taken from CNA and CFNU that individuals can do to promote a harassment free workplace:
Adhere to the respective legislation and practice standards (RNs and students in RN programs adhere to CNA’s Code of Ethics for Registered Nurses).
Model professional behaviour.
Participate in education and training related to violence and bullying, including de-escalation strategies.
Participate in the development and implementation of strategies for violence and bullying-free workplaces.
Work toward eliminating bullying and promote a positive workplace culture.
Behave respectfully toward health-care staff, clients, residents and their friends and families.
Be aware of personal behaviour and circumstances that might contribute to violence and bullying.
Speak out and advocate against violence and bullying in the workplace.
Uphold legal and professional responsibilities in responding to abuse and neglect.
Report/document any type of violence and bullying.
Address conflict management and promote effective/professional communication
If you have any questions or concerns, reach out to UNA at 1.800.252.9394. We are always here to listen and provide guidance.
Article by
Tammy Lau RN