1. Leah P. Hollis, Ed.D. School of Advanced Studies

2. This book emerged from my previous study on workplace discrimination… that incivility is not just bound by the protected classes of race, gender, religion etc.

3. An opportunity to look at the intersection of bullying and harassment and discrimination…

4. Goal is to move past self preservation tactics…

5. https://col129.mail.live.com/mail/# More collaborative models

6. Brass tacks... The terms…

7. Bullying Bullying : bullying means harassing offending, socially excluding someone or negatively affecting someone's work tasks…the person confronted ends up in an inferior position (Einarsen, Hoek, Zapf & Cooper 2003).

8. Harassment Harassment is unwelcome conduct that is based on race, color, religion, sex, national origin, age … enduring the offensive conduct becomes conditions of continued employment. The conduct is severe enough or pervasive enough to create a work environment that a reasonable person would consider hostile (EEOC).

9. The result for the target is still the same The result for the target is still the same.

10. Bullying and harassment are close cousins on the family tree of incivility…

11. …both from power struggles leaving the target humiliated and berated.

12. silent “Anything that affects 37% of the public is an epidemic. But it’s a silent epidemic.” -Gary Namie, Director, Workplace Bullying Institute

13. Affects 54 million people

14. $64 $64 billion LOST to dealing with workplace bullying

15. No one looking at bullying in American higher education

17. “…Family members say [Morrissey] had been complaining to the university about workplace bullying by his boss…. But they contend the institution did virtually nothing to help…”

18. The study In the spring of 2012, I designed and administered a thirty-five-question survey to examine workplace bullying dynamics in higher education at 4-year institutions.

19. Mixed Methods Many survey participants were middle managers. The qualitative interviews included provosts, vice presidents, and deans to examine impact on the organization.

20. Research Questions 1. What is the extent of workplace bullying in higher education administration? 2. What is the cost of workplace bullying specifically to higher education administration?

21. Theoretical Frame

22. 62% Independent study on higher education revealed that 62% reported being affected by workplace bullying in last 18 months.

23. Results 58% These findings which are based on a survey of 175 colleges and universities reveal a rate of workplace bullying 58% higher than the general population.

24. Respondents said the boss and executive leadership were the problem…

25. > 18 % coached the bully > 19 % supported the bully > 19 % transferred the bully > 28% did nothing with the bully Reports the organization’s reaction

26. Yelling & insults 54 % Harsh Memos 47 % Subject to gossip 43 %

27. Bullied 2-3 years 26 % Bullied over 3 years 25 %

28. African American 80 %African American 80 % Women bullied 73 %Women bullied 73 % LBGT bullied 46 %LBGT bullied 46 % Who is bullied?

29. Independent study shows that an average 3.9 hours spent by staff recovering from a bully.

30. 195 5 weeksThis translates to 195 hours a year or approximately 5 weeks wasted annually. This means if a staff member making $50,000 wastes 5 weeks that is $9,615 annually.

31. Spend time talking about issue or recruiting support

32. …defending themselves, networking for support, thinking about the situation, and being demotivated and stressed

33. Aligns with findings… “ Leadership is the architect of the academy….

34. 17% 17% reported that they consider leaving higher ed. 22 % report they think about leaving Losing institutional memory

35. Those in power, the leader, can set the POSITIVE tone and set the expectations.

36. OR those in power can model poor behavior which allows bullying to flourish in the office culture…

37. Qualitative findings

38. “ The organization adopted bullying tactics of bully department head…. Bully in the Ivory Tower (2012) Participant quote… Participant quote…

39. “ It’s not about the job. It’s about the POWER people have over people…. “ It’s not about the job. It’s about the POWER people have over people…. Bully in the Ivory Tower (2012) Participant quote…

40. “ The president has made civility a priority for years…. “ The president has made civility a priority for years…. Bully in the Ivory Tower (2012) Participant quote…

41. “ …hostility and the cover-up have become the new normal here…. “ …hostility and the cover-up have become the new normal here…. Bully in the Ivory Tower (2012) Participant quote…

42. “ …I don’t have to take this, I can LEAVE “ …I don’t have to take this, I can LEAVE Bully in the Ivory Tower (2012) Participant quote… Participant quote…

43. “ They offered me a promotion. They can’t pay me enough to get more involved here. “ They offered me a promotion. They can’t pay me enough to get more involved here. Bully in the Ivory Tower (2012) Participant quote

44. Purple PB Study on workplace bullying 16 %Of bullied employees 16 % left a prior institution. Resort to counseling, crying, denial & frustration. Start a job hunt & would leave sooner if economy allowed for more mobility.

45. Purple PB Study on workplace bullying Staff report doing half the job because they are distracted. Staff reported hair loss. Sought stress reducing medication. Some staff had Title VII rights and filed complaint.

46. And if you are leading from the middle…

47. If you saw someone stealing petty cash… you would report

48. Strong leadership eradicates bullying

49. Leadership solutions

50. First and foremost management MUST management MUST support a cultural change. Remember bullies exist because the organization permits their behavior. 1 11 1

51. Establish clear policy about anti- bullying. Include next to anti- harassment and anti-retaliation policies. 2 22 2

52. FOLLOW your own policy for everyone in organization. 3 33 3

53. Develop or add an anti-bullying component to a regular training calendar on discrimination and harassment. 4 44 4

54. 360 evaluations for department heads and executive leadership. 5 55 5

55. Include civility as core competency in performance appraisals. 6 66 6

56. Data analysis of turnover and exit interviews when staff leave. 7 77 7

57. Primary Research

59. Over 50 schools attended my presentations to learn how to change policy.

61. 15 th Annual Diversity Update 240 books for conference participants and executive leadership