Bullying or banter? When the fun stops, stop

Workplace bullying is a significant issue in the UK, with an estimated annual cost of £18 billion. Research by the CIPD (2023) shows that 15% of people experienced bullying between 2016 and 2019, and up to a third of workers may encounter it at some point in their careers (TUC, 2018). Women, particularly those aged 40 to 59, are disproportionately affected, with 34% of employees in this group reporting experiences of bullying. 

What is Banter? 

Banter, the light-hearted exchange of humour between colleagues, is often considered an essential part of team building and fostering camaraderie. Humour helps us bond, cope with challenges, maintain our well-being, and even aids in the healing process. Sharing a laugh is a universal human experience and should be encouraged in the workplace. 

However, when does humour cross the line into creating a hostile or humiliating environment? Understanding the difference between banter and bullying is the first step. 

Bullying is intentional behaviour designed to hurt, intimidate, or humiliate someone. It can be physical, verbal, or psychological, and it can manifest in both overt and covert forms. 

Banter can quickly turn into bullying when it exploits a perceived or actual power imbalance. This imbalance might stem from differences in seniority, physical attributes, or more complex social dynamics, such as being part of an “in” group versus an “out” group. 

Challenges in Addressing Bullying 

Bullying is widely recognised as a critical issue that impacts employee engagement, retention, and even legal and reputational standings. However, it can be challenging for employers to identify and address, particularly when manipulative employees act covertly or when those affected are reluctant to speak up. 

In cases of bullying disguised as banter, the problem is often dismissed with excuses like, “it’s just a joke,” or “they’re being too sensitive.” Ultimately, whether someone’s behaviour is acceptable depends on whether the target feels hurt, intimidated, or humiliated. 

Understanding Harassment 

A workplace culture where bullying is unchecked can easily spill over into harassment and discrimination, especially when the behaviour targets a protected or minoritised characteristic. 

Harassment involves unwanted behaviour that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. It can be based on factors such as race, gender, age, or disability.  Discrimination involves unfair or unequal treatment based on characteristics such as race, gender, age, religion, disability, or sexual orientation. It can manifest in direct or indirect forms and even become systemic. 

The Impact of Banter 

The impact of banter should not be underestimated. According to a study by the Institute of Leadership and Management, negative banter is an issue that employers must address with the same seriousness as full-scale harassment or bullying. The report, “Banter: Just a bit of fun or crossing the line?”, surveyed over 1,000 people and found that 4% had left a job due to negative banter, and 1 in 10 women cited workplace banter as a cause of mental health issues. The study also revealed that younger workers and those in the middle of their careers are most affected by negative banter. 

What Can Employers Do? 

• Be proactive: This is not an issue that will resolve itself. 

• Implement clear policies: Ensure that policies on banter, bullying, harassment, diversity, equity, and inclusion are accessible and relevant to everyone. 

• Create a safe culture: Foster an environment where employees feel safe to raise concerns about inappropriate behaviour. 

• Provide inclusivity training: Educate staff on what might be considered banter by some but alienating to others. 

• Address issues promptly: Ensure that any unwelcome comments or behaviours are dealt with swiftly. 

What Can Employees Do? 

• Think before you speak: Would you find it funny if the same thing were said to you? 

• Know your audience: What’s appropriate in the pub may not be suitable for the workplace. 

• Avoid targeting insecurities: Don’t exploit others’ vulnerabilities for a laugh. 

• Be mindful of others’ reactions: If someone isn’t enjoying the banter, stop. 

• Don’t laugh along if it’s not funny: Saying something is “just banter” doesn’t make it harmless.  

By understanding the impact of banter and bullying, and taking proactive steps, we can create a more inclusive and respectful workplace for everyone.  For more information on our services, including workshops on Addressing Non-Inclusive Behaviours, please contact enquiries@theclearcompany.co.uk.