workplacepsychologicalsafetyact.org

https://workplacepsychologicalsafetyact.org

change at work is long overdue Learn why We believe workers of every demographicdeserve psychological safety The basics Learn how Abuse at workruins lives Petition Psychologicalsafety is crucialSign Petition THE PROBLEM: Workplace bullying and mobbing are violations of basic human rights with severe discriminatory impactPsychological abuse often leads to psychological injurySomething’s off, but you can’t quite put your finger on it. You expect your boss and co-workers to support you to do the work you were hired to do and expected to be treated with dignity and respect.But that’s not what's happening. Your boss or co-worker talks down to you. It seems you can’t say or do anything right. Your office was moved to a less visible space.You've been targeted by a workplace bully.You try to please the abuser or try to figure out how you need to change. But nothing works. The abuse continues. The bully is threatened by your competence, social skills, and any other good qualities you have. They either keep you immobilized under their thumb or do everything in their power to get rid of you.You want to respectfully confront the abuser and tell them their behavior is unacceptable but are afraid they'll come back at you even harder next time. The power imbalance silences you into submission to keep the peace and your paycheck.The bully doesn’t let up, and you report the problem to management. You expect the organization to intervene and either discipline or get rid of the abuser, but neither happen. Delay after delay. Nothing is ever done about the bully. Something isn’t off. Everything is off.You're in a TOXIC work environment.For the majority of targeted and victimized employees, the psychological abuse doesn’t stop until they leave. If toxic workplace behavior isn’t dealt with effectively in the short term, employees are likely in a toxic work environment — where higher-ups prioritize avoiding corporate liability over human well-being.Employers aren’t currently liable for the psychological safety of their employees — nor do they want to be. So the employer/its representative employees further abuse the employee with a willful blindness and deafness to the problem (mobbing). They choose to ignore the problem and make reporting employees go away instead.In toxic work environments, employers/representative employees defraud and conspire against employees who report abuse to avoid the threat of liability. If employees fight them, they fight harder. With legal resources at their fingertips, they win most of the time. The mission of mobbing aka organizational bullying is to break you psychologically, leaving no fingerprints.There are three typical outcomes for bullied and mobbed employees:They leave voluntarily from the significant health harm which has immobilized them from remaining under the silent killer stress waiting for organizational resolve that is willfully deniedThey are fired by the employer because they can no longer perform their duties due to the significant health harm.They die.A crime is a crime. These are inhumane workplace practices that violate basic human rights without account. The majority of targeted and victimized employees never realize what’s happened to them until after they leave the work environment. In the aftermath, the realization of the premeditated health harm and job loss leads to further traumatic psychological injury. We need a law.Psychological abuse at work is an epidemic that affects as much as 96 percent of U.S. workers (VitalSmarts, 2014), and workplace experts believe they are on the rise. A 2021 Workplace Bullying Institute study estimates that 48.6 million Americans are bullied in the workplace.The mistreatment often leads to serious, long-term physical, psychological, emotional health harm and economic injury, as many employees suffer severe financial loss after losing their jobs and careers, too ill to return to work. PTSD, a brain injury and stress-induced illnesses are common consequences as is suicide and suicide ideation. Employees die.We have regulations at work for environmental safety. We have regulations at work for physical safety. It has been the historic practice in the United States to legislate issues of employee exploitation. The psychological safety of employees is of no less importance.We need a law NOW!THE DISCRIMINATORY NATURE OF WORKPLACE BULLYING AND MOBBINGAt the heart of workplace bullying and mobbing is the imbalance and misuse of power, and the power dynamics are highlighted by the fact that people of color, women, members of the LGBTQ community, the oldest and youngest members of the workforce, and those with disabilities are mistreated more frequently.Anti-discrimination laws are supposed to protect workers against harassment and unfair treatment because of race, color, religion, gender, national origin, age (40 or older), or disability or genetic information, but they have failed to do that for decades, as researchers have shown. Workers outside these protected classes have no legal protections whatsoever and are exploited very easily as a result. Our workplaces, legislators and the legal system have failed to date to protect employees from psychological abuse. Psychological safety is an issue of occupational safety. Psychological safety is implicit to human well-being. It is an issue of employee exploitation.THE BASICSWorkplace abuse and mobbingUnderstand the basics of this epidemic intertwined with discrimination.0kThe estimated number of annual U.S. excess deaths from workplace stress according to Stanford's Jeffrey PfefferResearch shows workplaces are the fifth leading cause of death and account for billions in additional healthcare costs. At least half of the deaths and one third of the excess costs can be prevented by tending to well-being.Read MoreSign up for action alertsJoin the Community of thousands of workersGet notified when to take quick action with state legislators.Sign the petition to get action alertsunderstand how we got here and what's been doneCrash courseLearn more about the history of abuse at work — both in the U.S. and internationally. Why discrimination law is an epic failureAntidiscrimination law HAS FAILED TO dismantle social hierarchies IN THE WORKPLACE In 1966, when the EEOC started…Read More How the history of sexual harassment law paves our directionWe know that sexual harassment law has advanced workers’ rights, especially for women. But what has it…Read More U.S. laws addressing workplace psychological abusePsychological safety at work is a human right. Ensuring workers' psychological safety will require a reliance on strong state…Read More International laws addressing workplace abuse and mobbingThe U.S. is one of the last industrialized nations to address workplace abuse (also known as bullying,…Read Moretake actionTake a standWe're building an army of workers who say enough is enough when it comes to workplace abuse.Throughout history, those in power have written the rules to keep themselves in power. We want to change those rules to say:Workers deserve — and demand — psychological safety.Our policies and actions must support workers as people.Employers are responsible for treating workers with dignity.We can change the workplace rules if we stand in our collective power.take back your powerWrite your legislatorsLet them know you want change.we're building an armyThe National movementJoin our growing army.Write your legislatorsRead MoreLearn how to advocateRead MoreTargets: find supportRead MoreRead research on workplace abuseRead More aboutActive & Caring CommunityWe're mobilizing thousands of workers to build a world where no worker will have to sacrifice their health — mental or physical — for a paycheck because of how they're stereotyped.Join the Facebook communityDonationMake a DonationHelp build a national movement.Learn about employees taking collective actionApple and GE employees take a standRead stories of abuse at Apple and GE: #AppleToo#GEToo.trx_addons_inline_232051646{background-color:#

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