The Imperative Need for Trauma-Informed Union Training in Combating Bullying and Harassment

In workplaces and educational institutions worldwide, bullying and harassment remain pervasive issues that can profoundly impact the mental and emotional well-being of employees and students. While unions traditionally advocate for their members' rights and well-being, they must effectively adapt to the complexities of addressing trauma resulting from such misconduct.?

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Unfortunately, many unions today fall short of providing adequate support, often exacerbating the trauma experienced by their members through passivity and inadequate response. It's time for unions to recognize the imperative of trauma-informed training to support better those facing bullying and harassment.

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Unions must be beacons of support, ensuring employees don't navigate workplace systems alone. Empowering members to understand their collective agreements fosters a culture of solidarity, fairness, and informed advocacy, ensuring every voice is heard and every right upheld.

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The Role of Unions in Addressing Bullying and Harassment:

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Unions historically have been champions of workers' and students' rights, advocating for fair treatment, equitable policies, and safe environments. However, in cases of bullying and harassment, the role of unions extends beyond collective bargaining and contractual negotiations. They serve as crucial allies for individuals navigating traumatic experiences, offering support, guidance, and resources to help them seek justice and healing. Yet, the reality is that many unions are failing their members in this regard. Passive attitudes, delayed responses, and a lack of proactive measures contribute to a culture where victims feel unsupported and discouraged from seeking assistance. Moreover, some unions inadvertently perpetuate a cycle of harm by dismissing or downplaying instances of bullying and harassment, further marginalizing those affected.

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The Need for Trauma-Informed Training:

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Trauma resulting from bullying and harassment can have long-lasting effects on individuals' mental health, self-esteem, and overall well-being. To effectively support members facing such trauma, unions must adopt a trauma-informed approach in their training and advocacy efforts. Trauma-informed training equips union representatives with the knowledge, skills, and empathy necessary to understand and address the unique needs of those impacted by bullying and harassment.

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Professional ethics are the cornerstone of unions' duty to serve their members diligently. Upholding integrity, transparency, and fairness in every action demonstrates an unwavering commitment to the well-being and rights of those we represent.

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Critical components of trauma-informed training for unions include:

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Understanding the Dynamics of Trauma:?Training should educate union representatives about the psychological and emotional effects of bullying and harassment, including PTSD, anxiety, and depression. By recognizing the signs and symptoms of trauma, unions can better identify, and support affected members.

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Empathy and Active Listening:?Union representatives must cultivate empathy and practice active listening when engaging with members who have experienced trauma. Creating a safe and supportive environment where individuals feel heard and validated is essential for healing and recovery.

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Advocacy and Empowerment:?Trauma-informed training should empower union representatives to advocate fiercely for members experiencing bullying and harassment. This may involve providing legal guidance, facilitating access to counseling services, or advocating for workplace or educational institution policy changes.

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Collaboration and Community Support:?Recognizing that addressing trauma requires a holistic approach, unions should collaborate with other stakeholders, including mental health professionals, advocacy groups, and HR departments, to ensure comprehensive support for affected individuals.

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Self-Care for Union Representatives:?Supporting members through trauma can take a toll on union representatives themselves. Training should emphasize the importance of self-care practices to prevent burnout and maintain effectiveness in supporting members.

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The Impact of Trauma-Informed Union Training:

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By prioritizing trauma-informed training, unions can profoundly impact the lives of their members and contribute to a culture of safety, respect, and accountability. Equipped with the knowledge and skills to address trauma effectively, union representatives can provide timely and compassionate support to those in need, empowering them to navigate the challenges of bullying and harassment with resilience and dignity.

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Trauma-informed union training conveys a powerful message to members, employers, and educational institutions that they cannot tolerate bullying and harassment. The training assures those targeted will receive support and advocacy without hesitation or judgment. This proactive stance not only helps to prevent further harm but also fosters trust and confidence in the union's ability to uphold its commitment to members' well-being.

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On a more personal and professional note, before starting this company, when I tried to stand up for myself in 2008, my union representative vanished along with my file (and a few others), taking all my evidence and grievances with him. To my knowledge, Tony Jones has never surfaced since. His disappearance is a mystery that has confused me for years. Those who attempted to smooth his failure over were adamant that I had not filed a grievance. Fortunately, I had a copy of everything. My evidence didn't change anything; their goal was to minimize, discourage, and eliminate my case. Overall, they manipulated and patronized me; one (their disability specialist) yelled at me. They did nothing. Today, as a professional specializing in this field, over the past 15 years, I have supported several union workers whom their leaders and peers were bullying. Bullying and harassment are occurring within the unions themselves. We see the harsh, dismissive, avoidant, and passive attitudes from many unions and, on occasion, some excellent union reps who step up to the plate. If you are one of these fantastic reps who care about your members, I'd love to hear from you!

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Employees and students deserve to feel supported and empowered by their unions. When individuals perceive their unions as ineffective, they should have the option to opt out and access legal support without fear of complications or reprisal, ensuring their voices are heard and their rights are protected.

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One area that needs much attention is the structure of unions in universities and colleges. I am seeing far too many conflicts of interest, bias, misuse of power, toxic cliques, mobbing, lateral violence, inadequate communication, lack of knowledge regarding injuries and trauma, and therefore added injuries. I see medical diagnoses weaponized against the student or faculty member in a few cases. Bullying and harassment happen within these institutions for the same reason that it occurs in the workplace. We have people placed in positions that are one or several of the following examples: they lack competence or confidence, have narcissistic traits or imposter syndrome, which make them highly insecure and threatened by skilled students or faculty, egos are fragile, and they abuse their power to maintain their status, undiagnosed/untreated mental health issues, personality disorders, or previous unresolved trauma which shows up as, e.g., negativity, jealousy, spite.

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Empowering members to hold their unions accountable ensures transparency, fairness, and the integrity of representation. Clarity and effectiveness in this process are paramount for fostering trust and driving positive change within our institutions."

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In conclusion, we cannot overstate the imperative need for trauma-informed union training in combating bullying and harassment. By investing in education and empowerment, unions can fulfill their mandate to protect and advocate for their members with greater effectiveness and compassion. It's time for unions to step up, break the cycle of passivity and inaction, and become true champions for those impacted by bullying and harassment in the workplace and educational settings.

?Linda Crockett MSW, RSW, SEP, CPPA www.instituteofworkplacebullyingresources.ca [email protected]

Anonymous Alberta employee wants to help others by sharing the knowledge gained through their experience; see comments below.

Numerous loopholes persist for employers retaliating against unionized faculty members in Alberta. While governmental bodies rely heavily on the Labor Relations Board to intervene in educational institutions, the only recourse for affected employees is filing a Duty of Fair Representation (DFR) complaint. The standard for proving a union's failure of its duty of fair representation is remarkably stringent, with a national success rate of under 5%, as indicated by legal experts.

Unionized employees facing psychological violence in the workplace after filing internal harassment complaints lack recourse through Occupational Health and Safety (OH&S) investigations if their union fails to support or comprehend OHS law. Instead, they are directed to navigate the grievance process outlined in their collective agreement. Should the union fail to act, employees are left with no alternative but to pursue a Duty of Fair Representation (DFR) complaint with the Board. This recourse raises apprehensions regarding the limited likelihood of success in addressing workplace psychological safety concerns.

Furthermore, unionized employees confronting union reluctance to file grievances may be unaware that their ability to challenge their employer's actions independently or with external legal aid is forfeited to the union under the collective agreement. Employment lawyers unfamiliar with Union law typically have limited ability to help unionized employees.

A unionized employee is always permitted to retain counsel for legal advice and navigating the complexities of union law. A unionized employee can take legal action against their employer and union for Tort law matters. Still, these are complex cases to win, and the associated costs must be more attainable for Albertans.

Unions reserve significant discretion in handling grievances, including the authority to settle or drop them against employees' wishes, and they are not mandated to pursue grievances unless the matter is explicitly stipulated in the collective agreement.

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