The 2025 New Zealand public service census data shows that 12.1% of public servants had experienced bullying or harassment at work, but only 52% affected have reported it. This means that 48% have not reported it. That's 2,598 people in the last 12 months. Follow me for more analysis of this survey

New data from the New Zealand Public Service Commission / Te Kawa Mataaho has identified that 12.1% of public servants report experiencing bullying or harassment in the last 12 months. Based on 44,737 respondents, that's 5,413 people. Or 10 fully loaded Airbus A380s. Makes you think eh?

What are the hidden lessons we can learn from news stories about workplace #bullying and harassment? My latest Substack article reflects on a news story about bullying allegations at the BBC to provide a case study relevant for emergency services, military, law, media and academia (to name a few).

“What impact can I have? I’m just one person?” One person’s bravery in the face of adversity often makes a big statement. On 4 June 1989, a hard-line crackdown massacred civilians in #TiananmenSquare On 5 June, one man with two shopping bags stopped an advancing column of tanks. #bystanders

Body-worn video review argues NSW officers must activate cameras whenever police powers are used [SUBSCRIBER ARTICLE] policinginsight.com/feature/body...

"If we don't want to talk about it, it means we need to be talking about it. If it makes you feel uncomfortable, it means there's stuff there we need to sort through." A stark reality from my chat with Tanya Hallett about trauma-informed organisations in episode 16 of #LifeAtTheSharpEnd podcast

📢 Allegations Police found pornographic material on McSkimming's work computer.

A key challenge for #HR practitioners (and others) in dealing with disclosures of workplace incivility, #bullying, harassment or sexual harm is the need to remain impartial and not 'pick a side'. But that doesn't mean being inhuman or unsupportive. Find out more in E16 of #LifeAtTheSharpEnd

Emotional intelligence and #trauma-informed #leadership plays a role in creating positive and respectful cultures, and in addressing the problems of #bullying and #harassment sensitively and appropriately. Listen to Tanya Hallett talking about this in E16 of the #LifeAtTheSharpEnd podcast.

The reasons why people don’t report in a toxic culture of workplace incivility, #bullying, #harassment and #sexual harm are well known. This article highlights yet another independent review that repeats the same findings of previous reports from across the world.

If someone is going to tell you what's happened to them in a #bullying or #harassment #investigation, how do you ensure they feel heard in a supportive and empathetic way? That's one key message from Tanya Hallett in this clip from the latest episode of #LifeAtTheSharpEnd.

If you’ve experienced workplace incivility, #bullying or harassment, you’ll know how it feels to have a perpetrator undermine your self-confidence and self-esteem with their unpleasant and unkind behaviour. This post on my Substack shared a useful technique to restore self-confidence.

If someone who's experienced workplace #bullying, #harassment or #SexualHarm has the courage to talk to you about it, how you respond when they make their disclosures is exceptionally important. Something for #HR, #leadership, #complaints teams and #investigators to remember. #LifeAtTheSharpEnd

Credibility assessments are a common feature in workplace #bullying and harassment investigations, assessing whether one party is 'more credible' and influencing decision-makers in their determination. In this clip from #LifeAtTheSharpEnd, Tanya Hallett explains why being trauma-informed is key.

Fear of retaliation is one of the primary reasons people experiencing workplace incivility, bullying and harassment do not come forward. This report talks of another #FireAndRescue service experiencing allegations of retaliation against complainants raising concerns over #leadership #culture.

Allegations of workplace bullying and retaliation are shaking the Madera County fire service, as a key witness denies wrongdoing amidst a tense hearing. Click to read more! #MaderaCounty #CA #CitizenPortal #CivicAccountability #EmployeeRights #WorkplaceBullying

Why is workplace bullying prevalent in #legal services - a group of professionals who other people turn to for advice on, er, workplace bullying and employment law? Read my introductory article on workplace #bullying in #law and subscribe to my substack for more content on this topic.

Fujitsu’s UK staff get their annual bonus and headquarters injects £80m into Uk business, but not to help compensate scandal victims #PostOfficeScandal www.computerweekly.com/news/3666231...

How does the trauma of being bullied in the workplace affect the way people respond to interviews and investigations? An essential topic for #HR practitioners, people in #leadership positions, investigators and decision-makers to understand if a fair outcome is to be achieved. #LifeAtTheSharpEnd

How does #bullying affect the brain? That’s a topic I’ll be touching on in my new Substack that goes Beyond the bullet points. I’ve just posted a note about this, and there’ll be more content coming along shortly. Subscribe now and you’ll be in from the start. open.substack.com/pub/priceper...

What is self-care? A key question in this clip from episode 16 of #LifeAtTheSharpEnd on the responsibility of organisations to help people who've experienced trauma (directly or vicariously) in the workplace. Does your organisation provide practical solutions or just tick boxes on the checklist?

An interesting article from Dr Jen Fraser, @bulliedbrain.bsky.social to kick off her substack on the neuroscience behind bullying. A thoughtful read and a substack worth a follow for anyone interested in the impact of bullying and how to combat and recover from its unpleasant effects. #hr

AI hallucination of the day: Google AI search for Miles O'Brien blends the Star Trek character with a journalist's photo.

#Ethics in #Leadership matter. Saying one thing in public and doing another behind closed doors leads to toxic workplaces and a breach of trust. In this article, a UK police force dismisses a senior leader involved in inappropriate workplace sexual conduct. www.telegraph.co.uk/gift/ced0c70...

Workplace #bullying and harassment is a traumatic experience for those affected. How does the trauma of this behaviour affect people? In the new episode of #LifeAtTheSharpEnd, I'm talking about #trauma-informed practices required by #HR, #leadership and others who have a duty to prevent this harm.

How does the way #HR respond to incidents of workplace #bullying, harassment and #sexualharm compound the trauma people have already been exposed to by experiencing unacceptable workplace behaviour? In ep 16 of #LifeAtTheSharpEnd, Tanya Hallett shares her expertise on becoming 'trauma-informed'

If you're interested in the impact of workplace #bullying and harassment, this will be an excellent webinar. Wed 16 Apr, 4pm EST (that's 9pm in London and Thu 17th at 6am in Sydney and 8am in New Zealand). Ass. Prof. Dorothy Suskind is an authority on the impact of bullying on people targeted.

Can abrasive leaders who engage in workplace incivility, #bullying or harassment change their behaviour? In 82% of cases, Dr Laura Crawshaw's work reveals they can - if they choose to do so. Listen to the full conversation in ep. 15 of the #LifeAtTheSharpEnd podcast. #leadership #culture #change

Interested in what’s happening around the world in #FireAndRescue services? Here’s a link to my Blueksy feed that’ll give you a seven day roundup of recent posts. bsky.app/profile/did:...

Great to see this initiative in #FireAndRescue by Tallahassee Fire Department in Florida, USA to appeal to the next generation of female firefighters and tackle a 96% / 4% gender imbalance. A very watchable and inspiring interview from @walbnews10.bsky.social

"On social media, some of our members and sometimes our reps have openly made comments which are racist and bigoted. In my time in the fire service, that has gone up. You’d like to think we’re getting better, and we’re not."

If you’re in a #leadership position responsible for #complaints management functions, bad news often comes with the territory. If you’re a leader new to this area and your default learned response for ‘career success’ is to suppress bad news and shoot the messenger, you need to rethink your style.

Failing to intervene and allowing unacceptable conduct to cause suffering to others is management neglect. If you're in a #leadership role, it's up to you (not #HR!) to deal with abrasive conduct from people who report to you. What you do sets the standards. #WorkplaceBullying #LifeAtTheSharpEnd

An interesting article and a useful analogy in this article in @firerescue1.bsky.social. Reminds me of a quote I saw many years ago - “antiquity is not a voucher for efficiency.” Just because it’s been done that way for a while doesn’t make it inherently right. Test and re-evaluate your processes!

Further heartfelt testimony from a target of workplace #bullying in this moving interview with Lynn Sweeney on her experiences of bullying in the Scottish #FireAndRescue service. #ToxicCulture #leadership #EmergencyServices Thanks to @representingborder.bsky.social for sharing

Why is it better to intervene early and address abrasive #leadership behaviour before it leads to formal #complaints and investigations? In ep.15 of #LifeAtTheSharpEnd, Dr Laura Crawshaw, reflects on the harm and suffering caused by investigations and passing the problem around. #ToxicCulture

How should #HR respond when someone comes forward to raise behaviour and conduct problems? Should an #investigation be started immediately? What preventive and restorative actions to manage abrasive #leadership behaviour could help? Listen to Episode 15 of the #LifeAtTheSharpEnd podcast for more.

Interested in #WorkplaceBullying, how to tackle a #ToxicCulture at work, create #HighPerformance in your #leadership teams in a respectful environment free from #incivility, #bullying, #harassment and #SexualHarassment? That's what I post about here and discuss on the #LifeAtTheSharpEnd podcast!

"You need to hear hearsay." In this clip of #LifeAtTheSharpEnd (episode 15), Dr Laura Crawshaw explains why following a legalistic approach that ignores hearsay intelligence about poor behaviour is a problem that allows a #toxic workplace culture to breed. Listen to the full conversation now.

Another news story about public service workplace sexual harassment in New Zealand from Anna Whyte in The Post identifies the "digging" required to obtain information, the taxpayer funded legal bills. But why do "speak up" complaint systems still fail the victims? www.thepost.co.nz/politics/360...

What role does HR play in managing abrasive leadership behaviour that creates a poor workplace culture? Well, for the #HR professionals in the room - it's not your job to manage this behaviour! It's up to their superior. So says Laura Crawshaw in this clip from episode 15 of #LifeAtTheSharpEnd.

If you're frustrated with algorithmic suppression and the way #LinkedIn really isn't working, this entertaining article from @jchrisa.bsky.social is a good way to spend your time with morning coffee today. Well worth a read on Medium. medium.com/my-unpopular...

It’s not appropriate conduct for the workplace to touch other people’s genitals and then claim it was ‘a joke’ - or any variation of that. In case you needed a reminder. You could always talk to a lawyer about this, unless they’re the one doing it. amp.rnz.co.nz/article/aded...

Are abrasive #leaders aware of their own unacceptable behaviour? Not always. A lack of self-perception means they sometimes see their #management style as necessary, or even noble. In this clip from Episode 15 of #LifeAtTheSharpEnd, listen as Dr Crawshaw explains the challenge this gives managers.

How do we know if someone's abrasive behaviour is unacceptable in the workplace? Ask yourself: "If my friend or family member were subjected to this behaviour, would I be comfortable with that? If the answer is no, it's time to intervene." So says Dr Laura Crawshaw in Ep 15 of #LifeAtTheSharpEnd

What is the role of managers in dealing with unacceptable conduct? How should managers tackle abrasive behaviour in order to prevent it escalating into formal complaints and investigations? In this clip from episode 15 of #LifeAtTheSharpEnd, Dr Laura Crawshaw shares her thoughts on managing conduct

Are abrasive leaders who exhibit bullying behaviour towards others capable of changing their behaviour? Important questions discussed in my latest conversation with Dr Laura Crawshaw in episode 15 of the #LifeAtTheSharpEnd podcast, out now wherever you get your podcasts. priceperrott.com/podcast

As a people leader, how do you respond when others come to you and tell you that someone you manage is acting in a way that's not in line with your values? This week on #LifeAtTheSharpEnd, I talk to Dr Laura Crawshaw about her experience of helping leaders manage abrasive leadership behaviour.

Press reports across the world highlight misogyny, bullying, sexual harassment and more serious sexual harm affecting women in #emergencyservices over recent days, weeks, months - and yes, years. This predominantly a male issue for #police and #FireandRescue says @grahamgoulden.bsky.social #LATSE