No More Mobbing Campaign

This is the start of a campaign - a campaign to end mobbing. Mobbing vs. Bullying: An Overlooked Distinction in Australia In Australia, workplace bullying is a well-recognised and discussed issue. However, there is another, often more destructive behaviour that remains largely unrecognised—mobbing. While bullying usually refers to the actions of an individual targeting another through repeated and unreasonable behaviour, mobbing involves a group effort to isolate, harass, or undermine an individual, often driving them out of the workplace entirely. Mobbing is about how a group, consciously or unconsciously, forms a collective force against an individual. It is often orchestrated by an instigator, with others drawn in through subtle manipulation, misinformation, or even peer pressure. This group dynamic creates a pervasive environment of hostility and exclusion, making it much harder for the target to identify or address. Mobbing has real, devastating consequences. It can damage the mental health of the target, destroy careers, and erode workplace culture. Yet, Australia’s legal framework does not specifically recognise mobbing, leaving targets without a clear recourse and unaware of their rights. By not naming mobbing for what it is, we risk enabling systemic, collective harassment to flourish in our workplaces. It's time we started recognising mobbing as distinct from bullying. Bringing this term into the conversation is the first step towards addressing the gaps in our current protections. Awareness is key—mobbing needs to be named, understood, and prevented, just like any other form of workplace harm. Have you witnessed or experienced mobbing in your workplace? Let’s bring this hidden issue into the light.

Weekly Meetup Reminder! 🧡 Join us tonight at 8pm AEDT (Hobart) / 7pm AEST. Don’t miss this opportunity to learn how to take control of your workplace safety and as a source of support if you are a target. 📅 Tonight - Thursday 6th March 2025 🕗 8pm AEST (Please note that the meeting time has changed by an hour for AEST since daylight savings ended) 📍 Online - https://lnkd.in/gFe_qmFx Meeting ID: 850 7416 9218 Tagging our network—let’s spread the word! 🔗 #NoMoreMobbing #WorkplaceSafety #WorkRight23 #PsychosocialSafety #WorkplaceMobbing https://lnkd.in/g9i2Pb56

When does 'Mobbing' become 'Stalking'?

This is not an isolated case! Others have been reaching out to the No More Mobbing Campaign to share their stories. The Tasmanian Department of Education for Children and Young People (DECYP) cannot be trusted to self-regulate, and full transparency and a properly functioning Tasmanian Integrity Commission are needed in order to address collusion or manipulation of other government departments with regulatory and oversight responsibilities, ie. WorkSafe Tasmania and the Tasmanian Board of Teacher Registration (TRB).

Understanding the Difference Between the Tasmanian Industrial Commission (TIC) and the Fair Work Commission (FWC) If you’re navigating workplace issues in Tasmania, it’s important to understand whether to approach the Tasmanian Industrial Commission (TIC) or the Fair Work Commission (FWC). While both deal with employment matters, they are separate entities with distinct jurisdictions. Tasmanian Industrial Commission (TIC) 🔍 Jurisdiction: Operates within Tasmania, mainly focused on state public sector employment and industrial relations. ⚖️ Legislation: Governed by the Industrial Relations Act 1984 (Tas). 📂 Matters Handled: • Wage setting and award maintenance for state public sector workers. • Unfair dismissal claims related to state employment. • Resolving industrial disputes within the state. • Registering unions and employer associations within Tasmania. Fair Work Commission (FWC) 🌏 Jurisdiction: Operates nationally, primarily covering the private sector. ⚖️ Legislation: Enforces the Fair Work Act 2009 (Cth). 📂 Matters Handled: • National Employment Standards (NES) compliance. • Unfair dismissal claims (for private sector employees). • Enterprise agreements and award disputes. • General protections and adverse action disputes. Key Differences: 1. Scope: TIC deals primarily with Tasmanian state employees, while FWC covers national private sector workers. 2. Legislation: TIC is governed by state law; FWC is governed by Commonwealth law. 3. Public vs. Private Sector: TIC primarily addresses public sector issues within Tasmania, while FWC handles issues across both public and private sectors nationally, with a focus on the private sector. If your issue relates to a state public sector job or falls under Tasmanian jurisdiction, the TIC would be the right body to approach. If it involves a private sector role or national workplace standards, you would need the FWC. Understanding this distinction is crucial for anyone dealing with workplace disputes or seeking clarity on their employment rights in Tasmania. https://lnkd.in/gFvYSXgB #EmploymentLaw #IndustrialRelations #Tasmania #FairWork

Introducing the International Workplace Bullying Awareness Week Committee: Linda Crockett - Psychological Safety Specialist MSW, RSW, Consultant, Trainer, Coach, Therapist Judy Carmody MA, CPA, and Joanna Suvarna. We’re kicking off our 2025 mission early, to make a world of difference in workplaces across the globe. Backed by a growing network spanning 22 countries (and counting!), we bring lived experience, expertise, evidence-based research, and trauma-informed resources. As a collective we offer unique tools, education, and support to help create safer, healthier, and more inclusive work environments. The IWPBAW Committee, we will be sharing practical tips, powerful stories, key updates, and inspiring progress as we build momentum toward... International Workplace Bullying Awareness Week, October 12–18, 2025. #staytuned! Please follow along and share our posts with your family, friends, colleagues, and networks. You never know who may be suffering in silence. The more people we reach, the greater the change we can create together. Let’s break the silence, spread awareness, and build workplaces where everyone belongs. Let’s break the silence, spread awareness, and build workplaces where everyone belongs. See link - find button under first image - we have a gift for you! https://lnkd.in/gyAwp97y We have a tool for you to use - help us all MAKE A WORLD OF DIFFERENCE! Treena Reilkoff Daniella Cracknell Dr Donna Stemmer Heliana Ramirez, Ph.D., L.I.S.W. Mahir S. Nisar Dr Suzanne Henwood (Multi Award Winning Coach and Trainer) Allan Halse Gary Namie, PhD Sabrina M. Segal JD MIP CFE Nanette (Nan) A. Cowardin-Lee, PhD Tracy Ott Dr. Nicole DeKay (She/Her) Susan Frend Good Enough Mother Christina Hägglund (Unander) Christena M Konrad Yann Mikaeloff Mary Ann Paguntalan, CHRP, CPHR Cory Struck CPHR Ritu Kohli, B.A., CHRP Lucy Howard Sri Nag Muria R. Shannon Hancock Laura Fougere Sherry Lee Benson-Podolchuk Linda Terry Aalya Ahmad Terrance Sereda Wendy Bigcharles-Gaucher Patti Blackstaffe Gail Nowlan Stephanie Hopkins Tryna Ames, RSE Trevor Leahy (Lee Hee)🪬🧿 Graham S. Jonathan Wilson LLB(Hons) BA(Hons) Animah Kosai

https://lnkd.in/giMz5UwR

When HR Uses DARVO to Protect the Organisation (Part 2 of 2) The Devastating Impact on the Target For the real victim, this is more than just an HR mishandling—it’s a crushing betrayal that leaves them feeling: • Abandoned and Invalidated: The target, already vulnerable, finds that their attempt to seek justice has only led to more harm. • Psychologically Traumatised: Being painted as the perpetrator can lead to severe mental health issues, including anxiety, depression, and loss of self-worth. • Isolated and Silenced: Colleagues may side with the abuser if they believe the HR narrative, leaving the target ostracized and unsupported. • Career and Reputation Damage: The label of being “difficult”, a “troublemaker” or worse, can follow the target to future workplaces, damaging their professional prospects. Why This Is Ultimately Damaging to the Organisation While HR may think they are minimizing risk, choosing to protect abusers instead of addressing the problem often has long-term negative consequences: 1. Loss of Trust and Morale: Employees who witness the unfair treatment lose faith in the organization, leading to disengagement, low morale, and increased turnover. 2. Legal and Financial Risks: If the target pursues legal action and proves retaliation or mishandling, the organisation could face severe financial and reputational damage. 3. Toxic Culture: Protecting abusers sends a message that misconduct is acceptable, fostering a hostile work environment that erodes productivity and creativity. 4. Reputation Damage: In today’s world, stories of workplace bullying and HR cover-ups can go viral, severely damaging an organisation’s public image and making recruitment more challenging. What Needs to Change? Organisations need to reassess their approach to complaints by: • Prioritizing Fairness Over Image: Conduct thorough and unbiased investigations, regardless of the accused’s status. • Ensuring HR Accountability: Regularly audit HR practices to prevent biased decision-making. • Supporting Whistleblowers: Encourage a culture where reporting wrongdoing is safe and respected. • Adopting Trauma-Informed Practices: Acknowledge the potential harm to complainants and protect their mental well-being throughout the process. Final Thoughts When HR prioritises protecting the organisation over supporting the victim, they create a short-term solution with long-term consequences. Siding with abusive employees may seem beneficial in the moment, but it ultimately harms not just the target but the entire workplace culture. We need to raise greater awareness about this issue and encourage institutional courage. https://lnkd.in/gFnmECQF