Raab resignation prompts questions about what constitutes appropriate workplace behaviour
Deputy Prime Minister Dominic Raab has resigned after a report investigating bullying allegations against him was published.
The report found that on a number of occasions when meeting with policy officials, Mr Raab ‘acted in a manner which was intimidating, in the sense of going further than was necessary or appropriate in delivering critical feedback, and also insulting, in the sense of making unconstructive critical comments about the quality of work done.’
In his resignation letter, Mr Raab said he believed the report had ‘flawed’ findings and had set the threshold for bullying too low.
Kate Palmer, HR Advice and Consultancy Director at Peninsula, says “Today’s events raise interesting questions about what is appropriate behaviour in the workplace. There is no clear definition of bullying in UK employment law, so it can be very subjective. What one person finds intimidating or offensive, another may not.
“Bullying behaviour is typically seen as actions or words that are malicious or insulting, or an abuse of power that humiliates, undermines, or causes harm (either physical or emotional) to someone.
“Employers do need to be able to give direct feedback to employees, but it’s important to consider the way that feedback is delivered. Everyone responds in different ways, so when giving feedback it’s often better to take a personal rather than a blanket approach. Consider your delivery, use appropriate language, and consider the person you are speaking to. A good rule of thumb is never to do or say anything that you would not be happy to have done or said to you.”
