Preventing and responding to bullying at work

The University’s Workplace Bullying Prevention Policy and Resolution Procedure provides a clear statement of the University’s expectation of its staff and affiliates in respect of conduct that may constitute bullying.

All staff and affiliates have a right to work in an environment free from bullying, and be treated with dignity and respect.

WorkCover NSW, the government body responsible for managing the State's workplace safety, injury management and workers' compensation programs, states that whether bullying is intended or not, it is a serious occupational health and safety issue.

The stress caused to someone who is bullied or those who work in a climate of bullying can result in psychological injuries such as anxiety and depression, and can indirectly cause physical injuries. Even a single incident of bullying can create a risk to health and safety.

The University has a legal duty to protect the health, safety and wellbeing of its staff and affiliates. All staff and affiliates have a responsibility to ensure they do not promoter or engage in bullying. All managers (supervisors) are actively responsible for intervening to prevent bullying, whether or not a complaint is received.

The policy provide a definition of behaviours that may constitute bullying, and sets out the University’s resolution procedure as the preferred means of resolving concerns and complaints of bullying.

Read the Workplace Bullying Prevention Policy and Resolution Procedure on the Policy Register.