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Identifying bullying and harassment

Bullying

As there is no legal definition for bullying, it can be hard to identify and address in the workplace. Acas defines bullying as ‘unwanted behaviour from a person or group that is either offensive, intimidating, malicious, or insulting’. Bullying may also be ‘an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to someone’. Bullying can often be subtle, but prolonged exposure to bullying can have a detrimental impact on employee wellbeing and the wider workplace culture.

Spreading malicious rumours about someone

Constantly putting someone down in meetings

Deliberately giving someone a heavier workload than everyone else

Excluding someone from team social events

Putting humiliating, offensive, or threatening comments or photos on social media.

Example of bullying

Jerome has recently joined a new team at work. His new colleagues have not been very welcoming and hold team meetings without him. Jerome has missed several deadlines because he has not been attending the meetings and he is now on performance review. His colleagues continue to exclude him from team meetings and laugh amongst themselves whenever he attends progress meetings.

Bullying can be a one-off event or it might be a regular pattern of behaviour. It can take place in-person, online, during work hours or outside work hours in work-related situations.

Source: ACAS: Bullying at work

Harassment

Harassment and bullying are often conflated. Harassment, however, is covered by discrimination law (Equality Act 2010) and can be a serious hate crime.

Harassment can be behaviour that causes the victim to feel:

Disrespected

Frightened

Humiliated

Insulted

Intimidated

Threatened

Three types of harassment

Harassment related to age, disability, gender reassignment, race, religion or belief, sex and / or sexual orientation

Sexual harassment that refers to unwanted sexual behaviours

A person being treated less favourably because of how they’ve responded to previous harassment (e.g. reporting it).

Source: ACAS: Discrimination and the law

Example of harassment
(related to sex)

Clare is the only female mechanic that works in the garage. Whenever it's break time, her colleagues shout things like 'milk with two sugars, love' at her. It was funny the first couple of times, but now she feels disrespected and thinks they only treat her this way because she's a woman.

The toolkit:
Identifying bullying and harassment

Our toolkit will help you start your journey towards identifying and addressing bullying and harassment in the workplace.

At your fingertips

Providing quick access to the terms you need to be familiar with.

View this tool

Identifying bullying & harassment

Learn more about how to identify bullying and harassment.

View this tool

Example pulse survey

Download the example PDF to In order to help you understand how frequently bullying and harassment occurs in your organisation.

View this tool

Guide to inclusive facilitation

To get the best out of any participatory activities you run with your employees (including role-play), it’s important to have a good facilitator to create a safe space.

View this tool

Creating a safe space for speaking out

A supportive and confidential environment where people feel comfortable and encouraged to share their thoughts and emotions without fear of judgment or retribution is vital for building an inclusive workplace culture.

View this tool

Participatory activities - bullying and harassment

Role play develops people’s confidence and skills so they will be more likely to recognise bullying and harassment and intervene when faced with situations in real life.

View this tool

Safe & supported reporting

To encourage trust amongst your employees and signal that your organisation is committed to addressing harmful behaviour, it is essential that there are clear and accessible reporting channels.

View this tool

Developing an active bystander culture

An active bystander culture empowers employees to speak up against inappropriate or harmful behaviour, fostering a safer and more inclusive workplace.

Explore the Active Bystander toolkit

The toolkit:
Identifying bullying and harassment

Our toolkit will help you start your journey towards developing an active bystander culture.

At your fingertips

Providing quick access to the terms you need to be familiar with.

View this tool

Identifying bullying & harassment

Learn more about how to identify bullying and harassment.

View this tool

Example pulse survey

Download the example PDF to In order to help you understand how frequently bullying and harassment occurs in your organisation.

View this tool

Guide to inclusive facilitation

To get the best out of any participatory activities you run with your employees (including role-play), it’s important to have a good facilitator to create a safe space.

View this tool

Creating a safe space for speaking out

View this tool

Participatory activities - bullying and harassment

Role play develops people’s confidence and skills so they will be more likely to recognise bullying and harassment and intervene when faced with situations in real life.

View this tool

Safe & supported reporting

To encourage trust amongst your employees and signal that your organisation is committed to addressing harmful behaviour, it is essential that there are clear and accessible reporting channels.

View this tool

Developing an active bystander culture

An active bystander culture empowers employees to speak up against inappropriate or harmful behaviour, fostering a safer and more inclusive workplace.

Explore the Active Bystander toolkit

The toolkit:
Identifying bullying and harassment

Our toolkit will help you start your journey towards developing an active bystander culture.

At your fingertips

Providing quick access to the terms you need to be familiar with.

View this tool

Identifying bullying & harassment

Learn more about how to identify bullying and harassment.

View this tool

Example pulse survey

Download the example PDF to In order to help you understand how frequently bullying and harassment occurs in your organisation.

View this tool

Guide to inclusive facilitation

To get the best out of any participatory activities you run with your employees (including role-play), it’s important to have a good facilitator to create a safe space.

View this tool

Creating a safe space for speaking out

View this tool

Participatory activities - bullying and harassment

Role play develops people’s confidence and skills so they will be more likely to recognise bullying and harassment and intervene when faced with situations in real life.

View this tool

Safe & supported reporting

To encourage trust amongst your employees and signal that your organisation is committed to addressing harmful behaviour, it is essential that there are clear and accessible reporting channels.

View this tool

Developing an active bystander culture

An active bystander culture empowers employees to speak up against inappropriate or harmful behaviour, fostering a safer and more inclusive workplace.

Explore the Active Bystander toolkit

Explore more toolkits

Inclusive practice

Inclusive practice in the workplace creates an environment where every individual feels valued, respected, and empowered to contribute, regardless of their background, identity, or beliefs. Inclusive practice can build diversity, tapping into the broadest possible pool of talent.

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Two females looking concerned in an office

Develop an active bystander culture

An active bystander culture transforms the workplace by fostering mutual respect, solidarity, and collective responsibility. When employees actively support and protect each other, they contribute to a healthier, more inclusive work environment.

Explore this toolkit >

Male and female colleagues sitting closely to discuss work

Addressing sexual misconduct

Addressing sexual harassment and misconduct not only protects employees but also strengthens the overall culture of inclusivity and respect. A proactive approach reassures employees that their wellbeing is a priority and demonstrates that the organisation is committed to creating a safe, supportive environment for all.

Explore this toolkit >