BUSN 304: Inclusive Workplace Project: Reality, Expectations, Hopes

This project analyzes workplace bullying within the context of a BUSN 304 assignment focused on working with diversity and conflict. The student identifies bullying as a form of non-inclusiveness, exploring its reality, expectations, and hopes for a more inclusive workplace. The project examines relevant acts, laws, and procedures, such as the Workplace Health and Safety Act and the Protection from Harassment Act, to understand employee rights and potential solutions. The student documents personal experiences, expectations for management and coworkers, and hopes for a workplace free from bullying, discrimination, and unjust criticism, emphasizing the importance of training and accountability. The project is supported by references to academic sources that discuss the impact and measurement of workplace bullying.

Bullying is a serious
offense
The ugly truth about Bullying and harassment at workplace.

Laws in the Company
Lack of
Professional
conduct of
management
and employees
Lack of
awareness
among
employees of
their basic rights
Corporate culture
has evolved but the
mentality of
management is ye
to change (Hilde
and Mills, 2015)
The Reality of Workplace
Bullying
• Workplace Health and Safety Act
• Protection from Harassment Act
• Employee Assistance Program
• Anti-Cyber Bullying Act
• Anti-Bullying Squad
Workplace bullying is a targeted behavior that
takes place at work. It might be offensive,
mocking, spiteful or intimidating. Bullying forms a
pattern, and it tends to be directed at one person
or a few people (Bernstein and Trimm, 2016).

Management has failed to address the issues
 In certain organizations, employees are bullied based upon
their race, color, physical features, place of origin and accent.
 The lack of cooperation from co-workers and seniors against
any harassment or bullying can lead to mental and physical
stress (Nielsen, Emberland and Knardahl, 2017).
 Criticism against race, skin color, derogatory comments either
verbally or physically bullying a person must be taken as an
offence.
 Personal attacks like insulting, mocking, calling out names and
physically abusive people (Anjum, et. al. 2019).
 Humiliation, unjust criticism, continuous denial of requests or
needs, micromanagement of work by seniors, misleading
duties (Bernstein and Trimm, 2016).

• I would explore, keep a note of my policies
and how can I exercise my rights as an
employee of the company to hold people
accountable for bullying.
• I would document, keep physical evidence
like mails, derogatory comments and any
records that shows bullying activities on
me.
• I have the right to report any harassment
and seek guidance from the management.
• I expect the management to allow legal
proceedings and hold people accountable
for such activities.
• I expect co-workers and seniors to learn
acceptability.
• I expect the management to provide
training to prevent bullying at work.
My Rights and
Expectations
My Hopes
• I hope the company does not tolerate any
activities of bullying based on my race,
color, gender and accent.
• I hope the management takes actions
against people who bully others and
people who support this.
• I hope that my work and performance is
judged based on my capabilities and no
unjust criticism is passed even after a
good performance.
• I hope that bullying on women must be
stopped at workplaces.

Reference List
• Anjum, A., Muazzam, A., Manzoor, F., Visvizi, A., Pollock, G. and Nawaz, R., 2019. Measuring
the Scale and Scope of Workplace Bullying: An Alternative Workplace Bullying
Scale. Sustainability, 11(17), p.4634.
• Bernstein, C. and Trimm, L., 2016. The impact of workplace bullying on individual wellbeing:
The moderating role of coping. SA Journal of Human Resource Management, 14(1), pp.1-12.
• Hilde, R.K. and Mills, A., 2015. Making critical sense of discriminatory practices in the
Canadian workplace: a case study of Hong Kong Chinese professional immigrants’
experiences, voice and reflection. critical perspectives on international business, 11(2),
pp.173-188.
• Nielsen, M.B., Emberland, J.S. and Knardahl, S., 2017. Workplace bullying as a predictor of
disability retirement: a prospective registry study of Norwegian employees. Journal of
occupational and environmental medicine, 59(7), p.609.