1. Black on Black Crime Oct 5, 2013 Oct 5, 2013 Philadelphia PA Leah P. Hollis, Ed.D.

2. 58% These findings which are based on a survey of 175 colleges and universities reveal 62% of respondents faced workplace bullying which is 58% higher than the general population.

3. 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)

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

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

6. As racism has gone underground, proving such is like pinning down a dot of mercury on a hot day.

7. An alternative abusive manifestation results in the bully exerting aggression supposedly without the discriminatory motive. Bullying emerges from those with power; when those with power psychologically, emotionally and verbally abuse the target.

8. Bullying behaviors Mobbing/ Cliché behavior Mobbing/ Cliché behavior Disregard for office policies Disregard for office policies protocols and/or the law Demeans staff contribution and abilities Demeans staff contribution and abilities Threatens to fire subordinates Threatens to fire subordinates

9. Bullying behaviors Continually insults staff Continually insults staff Diminishes staff accomplishments Diminishes staff accomplishments Excludes others Excludes others Engages in yelling, cursing Engages in yelling, cursing Steals credit Steals credit

10. > Silent treatment > Impersonal interactions > Aggressive communication > Excessive criticism > Continuous micromanagement

11. >Assigning inappropriate tasks >Giving impossible deadlines >Punitive disciplinary actions >Withholding information >Discouraging initiatives of employee

12. The study  In the spring of 2012, Hollis administered thirty-five-question survey to examine workplace bullying dynamics in higher education at 4-year institutions.

13. 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?

14. Findings Findings  62% said they were bullied  58% higher than general rate of 37%  86.2% of African American women  68% of African American men

15. WHERE bullied AA men 82.4% Bullied in front of other staff 64.7 % Bullied in one on one meetings 58.8% Bullied in local/depart meeting AA women 71.1% Bullied in one-on-one meeting 48.9% Bullied in front of other staff 28.9%Bullied in cyberspace/ email

16. Coping AA women 44.2% Isolated Self 44.2% No Relief 30.2% Left Department 30.2% Reported to HR AA men 58.8% Isolated Self 58.8% More sick time 35.3% Resigned or quit

17. How they were bullied AA women 60% Overlooked (like constructive discharge) 42% Harsh memos and commands 40% Job threats 37.8% Insults and yelling. AA men 70.6% Faced gossip 64.7% Overlooked ignored 58.8% Harsh memos and commands 47% Verbal teasing and insults.

18. WHO IS THE BULLY  39% 39% of African American women perceived that bullying comes from the executive ranks.  39% of African American women perceived bullying comes from student affairs.  42% of African American men perceived that bullying comes from student affairs.  37.5% of African American men perceived that bullying comes from athletics.

19. Participant remarks   “High level administration must express zero tolerance in their stance on bullying…”   “…I believe if those who bully feel they can get away with it, they will continue...”

20. Participant remarks   I have witnessed and experienced bullying. It is a horrible experience especially when it comes from a boss who has the ability to “snow” the people above him/her...”   …tenured faculty and administrators with tenured faculty appointments are the untouchable and they continuously get away with bullying because it isn’t looked at as a termination worthy issue... (Hollis, 2012)

21.  When harassment and aggression occur WITHIN the protected class, the target faces bullying, and no Title VII protection.

22.   In fact, studies conducted in 2007 for the Workplace Bullying Institute by Zogby International found that women target each other in cases of office conflict 71 % of the time.

23.  As Patricia Berkly study shows 86% African American face bullying, which is 24% higher than general population… it is plausible to believe that intra racial bullying occurs at higher rate for African American women as well.

24.  Minority groups struggle to reach position of power, especially women of color. Once in the power position, there can be a need to be rougher on others, show no favoritism, not appear soft.

25. It is my impression that people do not realize or care how organizational cliques become bullies/bullying groups. Leadership and secondary leadership within my insensitive to cultural difference office is insensitive to cultural difference; have not remained purposeful about increasing awareness and sensitivity critical to the population served (Hollis, 2012).

26. 1.Self care, esp since African Americans have higher rate of heart disease and diabetes. 1.Self care, esp since African Americans have higher rate of heart disease and diabetes. 2.Careful with HR, close to a 1/3 said HR did not help. Solutions

27. 3. It’s about power, show bully you are about supporting his or her goals. 3. It’s about power, show bully you are about supporting his or her goals. 4. Bullies are insecure. Discover what insecurity is and leave it alone. Solutions

28. Leah P. Hollis, Ed.D. equity1@patriciaberkly.com