From Workplace Law Network

More than a third of disabled workers are currently being bullied, according to new survey statistics released this week by Unison. 

Of those surveyed, 35% said they had been bullied at work in the past six months, with 22% saying that the problem is 

continuing. Many believed that their disability was the reason they were bullied or harassed. In a related survey published recently 

by the union, one in three female respondents said they are bullied at work. 

Unison has teamed up with Company Magazine to launch a ‘Bully Busters’ campaign in light of the survey findings. The 

campaign is calling for the Government to revise the current Dignity in the Workplace Bill to include an anti-bullying policy, that 

is enforced by employers. 

Unison General Secretary, Dave Prentis, commented: 

"These results are another kick in the teeth for disabled workers, who face many obstacles in their working lives and just want to 

earn a decent day's wage in an environment where they are treated with respect. 

"These figures amount to a huge number of staff suffering in silence at the hands of bullies, while employers turn their back on 

the issue. 

"Many people do not realise that a drip feed of bullying behaviour can be as devastating as a major incident.  And they need to 

feel confident that seeking help will not result in further pain. 

"Serious mental and physical illness is a common result for victims of bullying and this can have a serious effect for disabled 

workers. 

"We need clear, enforceable bullying legislation to change attitudes now.” 

Workplace Law Network’s Bullying and harassment factsheet advises employers to: 

• Ensure that a formal statement or policy exists and is supported by senior management. 
• Issue a clear statement that bullying and harassment is totally unacceptable. 
• Investigate alleged incidents thoroughly and immediately. 
• Provide access to counselling and advice for recipients, where practicable, or consider giving time off for these activities. 
• Make appropriate use of grievance and disciplinary procedures, or introduce a harassment procedure. 
• Train your managers to increase knowledge and awareness.