Bullies - Transition from School to Workplace

Yesterday, Clubs NSW announced that they will be trialling a new 'BULLYCheck' system, whereby jobseekers age 17 to 22 must consent to a prospective employer contacting their former high school for a character check. Should the school report incidents of serious bullying, cyber bullying, stalking, etc, the young person will be refused the employment position.

As a person who was relentlessly bullied during my primary and high school years, this initially sounds like a fantastic idea. As a parent of two children, one of whom has been bullied throughout primary school, I also support this initiative. I have been active in the workforce since I was 15 years old, and I have encountered some colleagues who simply showed up to work each day in order to see how much drama and discomfort they could stir up during the 9 to 5. The only thing worse than having to endure bullying on the bus or during a couple of classes, is having to constantly share a workplace with one. 

The emotional, psychological and often physical scars for victims of bullies do not simply disappear once they leave high school, so why should the perpetrators be able to effortlessly transition into the workforce? Tara L. Kuther  (via The American Academy of Experts in Traumatic Stress  Research website) states that children who bully, often develop into adults who bully, as they fail to develop appropriate strategies for dealing with emotions and problematic situations. So it stands to reason why employers should be aware of bullying behaviours in their prospective employees. 

But there is a flip side to this issue. Jobseekers aged 17 to 22 are being judged by, and held accountable for, their actions as children. There are some people who argue the BULLYCheck initiative will curb bullying by offering a disincentive for bullies, but is this really true? I refuse to believe that using the "one day" spiel on a teen will realistically make them reconsider and cease their actions, simply because it may have an effect on their ability to get a job four or so years down the track. Alternatively, there are many high school bullies who do actually repent and change the way in which they relate to others. 

It is often said, that bullies are bullies for a reason. In many instances, the bullies are in fact being subjected to bullying or harassment themselves. There is no quick fix on this issue. It is not simply a subject that can be added to school, or a book that can be read, or a pill that can be taken. An authentic zero tolerance approach (which includes education and counselling practices) needs to be implemented, rather than the tokenistic 'policies' currently in place. 

The issue of bullying reflects our society - a fast forward, take what you can get from who you can get it, live for today for tomorrow we could be dead mentality. Bullying has continued to be an issue at school, and in the workforce, as it is still not being taken seriously. Policies and procedures within schools and workplaces to deal with bullying continue to call the victim to account for their role in the harassment. Victims are told to ignore, and walk away, while the bullies remain seemingly untouchable. "Build a bridge" or "take a spoonful of concrete" are not adequate solutions to sustained physical and psychological bullying. 

The BULLYCheck initiative is an encouraging first step for employers to ensure bullying does not take place within certain workplaces. It is the beginning of an accountability for young employees to be decent human beings, rather than simply possessing the correct qualifications for a job. But care needs to be taken to ensure reformed bullies are eligible for employment, and there is an availability of rehabilitation opportunities for identified bullies. It is with caution, however, that this program should be approached. Is there scope to extend BULLYCheck into reporting instances of disrespect of teachers? Damage to school property? Non-participation in athletics carnivals? Not wearing a hat? This program has the potential to change youth employment practices, although it remains to be seen if this will be for better or for worse.