Employees may be hesitant to raise concerns or complaints in the workplace if they lack confidence in the organisational dispute resolution system. This can lead to issues such as bullying going unreported or under-reported, making identification and resolution more difficult.
A practical tip from the opening discussions of the Special Interest Group at the 9th International Conference on Workplace Bullying and Harassment is to develop a simple annual report card which provides aggregated, de-identified feedback to all employees about how the dispute resolution system has been utilised. It may include information such as:
- Number of workplace concerns reported in the past year;
- Percentage of matters resolved through informal means;
- Percentage of matters formally investigated;
- Key actions taken in response to matters reported (e.g. training offered, amendment of policy).
Rather than reserving this information for HR or organisational leaders, share it with all employees so they can see that workplace concerns are being dealt with appropriately and have the confidence to come forward when they need to.