$1.34 billion per year - the estimated economic cost of
Bullying and harassment to New Zealand Workplaces

(Counting the Cost Report NZ Human Rights Commission and KPMG, May 2024.) 

Occupational violence, bullying and harassment need to be addressed in our workplaces. Acceptance and normalisation of these behaviours damages people and organisations. Organisations need to give attention to creating a specific kind of workplace culture that eliminates the likelihood of these behaviours.

NEW ONLINE COURSE: Addressing Workplace Bullying and Harassment

Workplace bullying and harassment are behavioural hazards that any workplace can experience. They are known as “psychosocial hazards” because of the potential harm they can cause to people and to organisations. Bullying and harassment are recognised as forms of psychological violence that have an impact upon people’s mental and physical health, their wellbeing and their effectiveness in a workplace.

Organisations have a “Duty of Care” to provide a safe environment for people to work in. In relation to bullying and harassment this means they need to…

• Understand how to accurately identify bullying and harassment.

• Respond effectively to complaints or concerns that get raised.

• Build a workplace environment that reduces the likelihood of bullying and harassment happening in the first place.

Workplace bullying and harassment can occur in all workplaces, but some more than others.

Be one of the “others” and build your organisation’s capacity to prevent and respond.

New Book 2023

“Preventing Workplace Bullying and Harassment” by Hadyn Olsen.

Published by CCH NZ Ltd

This book is a handbook for managers with a special reference to Australian and New Zealand legislation and the provisions available within each country. It is a comprehensive guide, borne of twenty years’ experience, with practical information and tools to assist managers who need to respond and prevent workplace bullying and harassment.

These issues are often complex and involve not only the behaviour of individuals, but also the social environment they work in. By treating bullying and harassment as hazards, managers can focus primarily on safety and the prevention of harm, and secondarily on resolution and restorative outcomes. This book provides a range of possible interventions and will guide managers to avoid disruption, prevent harm, and create a culture where bullying and harassment are less likely to happen.

          BOOK  REVIEW

In his 2022 book Preventing Workplace Bullying and Harassment, Hadyn Olsen offers both workplace practitioners and academics lecturing in management a valuable resource. Practitioners will find lucid ‘how to’ processes as maps designed to address toxic behaviours.

                Academics will appreciate the connections that Hadyn makes between relevant literature and his excellent analysis of bullying behaviours. He also applies legislation in both Australia and Aotearoa New Zealand as a ready reference to inform practical workplace applications.

                For this reader, the integration of theory with hands-on models was the outstanding feature of the book. Such material as the EXPLORE model provides workplace managers with clear guidance to deal with concerning behaviours. In an applied tertiary course the case studies and analytical frameworks enable role plays in class, thus facilitating kinesthetic learning. The writing style was accessible while retaining adequate rigour. And for many, the slim 130-page volume will also appeal. 

Michael Webster | PhD, MBS, RSW | Honorary Academic

School of Counselling, Human Services and Social Work |Te Kura Tauwhiro Tangata. Faculty of Education and Social Work | Te Kura Akoranga me Te Tauwhiro Tangata. Waipapa Taumata Rau |University of Auckland    

HUMAN RESOURCES MAGAZINE BOOK REVIEW 2023