"Workplace behaviour must be treated as a strategic priority and adequate resources must be devoted to the regular evaluation and addressing of issues that may arise such as bullying or harassment. In fact, workplace cultures are referred to with increasing frequency in cases of workplace bullying or harassment, particularly when reported incidents are not escalated or addressed appropriately."
We and others have repeatedly drawn attention to the culture of bullying at the University of Newcastle.
"To effectively manage a workplace culture, employers first need to be attuned to signals of a problem or gap in the culture. Hor explains that an increase in staff turnover, grievances and absenteeism are key indicators that there may be an issue with the workplace culture."
We know from our survey that a substantial number of staff/ex-staff either have left or are considering leaving the University because of the bullying culture.
People + Culture Strategies have provided some advice concerning workplace culture.