Workplace Bullying Institute

The Workplace Bullying Prevention Research Project
for Exemplar Employers
Leading-Edge, Early Adopting Organizations

Great employers voluntarily design systems to correct and prevent workplace bullying for at least two reasons: (1) it is fiscally prudent to cut costs associated with abusive mistreatment of any employees, and (2) it is the long-term winning, moral action to take.

However, in the U.S. there is no legally compelling reason for employers to take proactive steps. It is easier to wait for a law that may never materialize.

We have been blessed to work with motivated, committed employers as part of our organizational consulting practice at Work Doctor® Inc. However, we have spent minimal time on-site writing policies and training employees. The proposed intervention will be longer than the common consulting task and the relationship between vendor and client organization will extend over a longer time period.

At WBI we believe that employers, with or without a specific anti-bullying law, proactively will seek certification as a "Bullying-Free Workplace" when shown that it serves their legitmate business interests. They will want to be a leading-edge, Exemplar Employer.

We seek employers willing to participate in an empirical, evidence-based, on-site, bullying prevention intervention research project conducted by WBI.

Because the project has a research component added to evaluate the efficacy of the solutions introduced, participating charter organizations may be eligible for a reduced fee for the intervention program services listed below thanks to a WBI donor.

The goal of the research project is to create an Exemplar Employer Coalition (EEC, with a better name to be chosen by the Charter Employers) of private, public and nonprofit sector organizations that produced post-intervention measurable outcomes. Ideally, the Coalition will evolve into a best-practices sharing and education group of like-minded employers. The outcomes-results from the Coalition will be disseminated to all businesses through articles, media accounts and at a special website to be created.

The temporarily-named EEC can be compared to a membership group of employers who share a commitment to combat the intrusion of domestic violence in the workplace -- the Corporate Alliance to End Partner Violence (CAEPV). Bullying is analogous to domestic violence except that the abuser is on the payroll. Bullying is psychological violence. Employers should take a stand against all forms of violence that disrupt work.

Coalition member organizations are expected to enjoy some or all of the following outcomes:

- more profitability, reversal of financial losses attributable to bullying
- a higher quality of service to clients and customers
- increased employees' satisfaction with work
- renewed commitment to the organization by now-relieved employees

The Bullying Prevention Program Components

This project is bullying prevention consulting services sandwiched between two phases of action research to measure changes -- both positive and negative -- which accompany the introduction of a new policy and enforcement procedures.

Pre-Intervention Measures to be designed by WBI and Charter Employers

Pre-Intervention Bullying Prevalence Survey -- Quantitative Analyses

Organizational Climate Assessment -- Qualitative Audit - Interviews (optional)

Bullying Correction-Prevention

Collaborative Policy Writing Group Creation of an Explicit Bullying Correction/Prevention Policy

Design of Enforcement -- Complaint handling, Response (Fact Finding), Remedies

Training of Fact Finders/Investigators designated in the Enforcement step

Educating the Organization About the New Policy

Briefings for Executives -- Leadership Team -- Directors/Trustees

All-hands Education & Training in New Policy & Enforcement Procedures by (a) WBI Consultants or (b) WBI provides Train-the-Trainer Certification for internal experts

Specialty Education for Managers and Supervisors and HR, EAP Professionals

Healing the Wounded - Optional

Restorative Intervention for Affected Work Teams -- Rebuilding, Recommitting

Respectful Conduct Clinic -- Intensive individualized attention for policy violators

Monitoring of Policy Compliance by confirmed violators -- periodic online reports from subordinate staff

Measuring Impact

Post-intervention prevalence surveys at regular intervals: 6 - 12 - 18 months

You can visit the Work Doctor® website to explore more fully the services listed above.

Note: If WBI delivers the services coupled with the research and coalition-building, participating organizations may be eligible for a significantly reduced fee.

Indicate your interest by calling 360-656-6630 or completing the form below.

Only representatives from organizations responding on behalf of organizations should complete this form.