It was a bright Monday morning when Tina, an employee at a large corporate law firm, walked into her office feeling nervous. Tina has been living with fibromyalgia for years now. One fine day she decided to let her organisation know about it and requested for reasonable accommodations – including flexible hours and a quiet workplace. Over time all her colleagues got to know about her condition and she noticed subtle changes in her work environment. She is now being excluded from team activities, spoken about behind her back and also receiving hurtful comments about her condition. What was once a supportive environment has turned into the opposite now.
Unfortunately, Tina’s story is not uncommon. Workplace bullying, especially towards employees with disabilities, continues to be a pervasive issue. According to a research by the Harvard Business Review an estimated 48.6 million Americans, or about 30% of the workforce, are bullied at work. Despite the protections offered by the Americans with Disabilities Act (ADA), workplace bullying often goes unnoticed, unaddressed or dismissed leaving employees like Tina to face a hostile environment.
The impact of bullying on individuals with disabilities is profound. It affects their mental health, job satisfaction and job productivity. While the ADA protects employees against discrimination and guarantees certain reasonable accommodations, it does not always prevent bullying and harassment. On the other hand, many employees are unaware of their rights and are hesitant to speak up, fearing retaliation or isolation.
What can an organisation do to protect its employees?
- Training and awareness: Employers can provide training for all employees to educate them about the provisions of ADA and its protections for employees with disabilities. Training should include the impact of workplace bullying, the various forms it can take and ways to combat it.
- Clear reporting mechanism: Employers can establish confidential and accessible redressal systems that allow employees to report bullying incidents without fear of retaliation. The complaints should be investigated seriously, with thorough witness and evidence examination.
- Strong support systems: Employers can offer resources such as counseling services, employee resource groups and peer support for employees facing workplace bullying or other challenges related to their disabilities.
To truly honour the spirit of the ADA and ensure that all the Tina(s) across the globe feel safe, employers need to go beyond the legal compliance.They must prioritise creating an inclusive workplace culture where diversity – whether in disability or other aspects – is embraced. Do you want to make anti-bullying an organisation-wide commitment? Please write to us today to hello@serein.in.