The Majority of U.S. Corporations are Destroying Innovation and Productivity, Violating Civil Rights Laws, and Fueling a National Mental Health Crisis

This article is provided for corporate leaders, legal departments, human resources, employee relations, psychological abusers, victims, witnesses, those with mental health issues,?psychology researchers, law makers, and employment law enforcement. It provides extensive research on the problem and solution and links to 50 supporting posts with additional information. It’s intended to provide a complex systems understanding of the societal, structural, psychological, and neurological reasons for the multigenerational creation and transfer of mental illness in the U.S. and the role corporations play. It also quantifies the role corporations play in destroying America’s innovative and productive potential. The solutions provided are inexpensive and the value generated by addressing the issue?will benefit corporations and the nation.

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The U.S. workplace culture is fueling a national mental health crisis[i]

????????31 million US employees are caught in the grip of mental health issues (CDC 2021)

????????With 150 million affected, the US leads in workplace stress globally

????????A staggering 30% of US employees endure workplace psychological abuse

????????This abuse fuels up to 26% of all work-related mental health problems

????????Alarming Rates of Psychopathy and Violence in the US

????????The US is #1 among developed nations for workplace stress, anxiety disorders, psychopathy, antisocial personality disorder, homicide, and suicide

????????the US has 300% higher antisocial personality disorder rates than other developed nations

????????The US homicide rate is 400% higher than other developed nations

????????Homicide and suicide rates among US youth and young adults are at decades-long highs

????????U.S. Surgeon General Dr. Vivek Murthy has unveiled a new Framework for Mental Health & Well-Being #1 Priority: establish psychological safety

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Workplace psychological abuse is endemic[ii]

????????30% of American workers (46.8 million people) are victims of psychological abuse, leading to anxiety, depression, PTSD, and the spread of sociopathy

????????Nearly 49% of Americans are affected directly or indirectly by workplace bullying

????????43% of remote workers have experienced bullying

????????An additional 19% of the American workforce witness psychological abuse

????????4% of the workforce (6.6 million people), are perpetrating such abuse, each potentially tormenting an average of 7 people

????????65% of workplace psychological abusers are bosses

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The continuous presence of psychologically abusive work environments is contributing to the rise of mental illness[iii]

????????19% of workers report their workplaces as toxic, and this group is 200% more likely to suffer mental health harm at work than those in healthier environments.

????????76% of U.S. workers reported at least one symptom of a mental health condition.

????????84% of respondents said their workplace conditions had contributed to at least one mental health challenge

????????Year-on-year increase in workplace toxicity and harassment is evident, with 22% of workers saying they were subject to workplace psychological abuse in the last 12 months compared to 14% in 2022

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Workplace stress and abuse cascade socially and epigenetically, shaping future generations[iv]

????????Chronic stress exposure generates offspring with reduced hypothalamic-pituitary-adrenal (HPA) stress axis responsivity, a factor in various mental health disorders, from anxiety and depression to sociopathy and violence

????????55% of 12-18-year-olds reported emotional abuses by household adults - a rate 300% higher than a 2014 survey. This increase suggests a direct correlation between adult stress and teenager abuse

????????Among children aged 5 to 17, 14.9% received treatment for mental health issues

????????Among adolescents aged 12 to 17, 18.9% were treated for mental health issues

????????As per CDC's data, compared to non-abused teens, the most abused teenagers report a 350% increase in depression and a 2300% increase in suicide attempts

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Psychopathy and psychological abuse thrive in poorly designed corporate structures and incentives, attracting and generating harmful behaviors[v]

????????Financial-only incentives and transactional relationships disincentivize empathy, attracting sociopathic personalities and escalating these tendencies over time

????????Power asymmetries lead to decreased empathy among those in power and attract antisocial personalities

????????Heightened workplace stress can incite antisocial personalities to increasingly exhibit abusive behaviors

????????Structures that enable power imbalance, lack of accountability, role ambiguity, and aggression tolerance are breeding grounds for psychological abuse

????????Poor communication and lack of support systems empower abusers while isolating victims

????????High stress & demands environments are ripe for exploitation by abusers

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Managers play a primary role in destroying well-being and mental health in corporate work environments[vi]

????????79% of workers are disengaged at work

????????60% are emotionally detached

????????19% are miserable

????????44% are experiencing significant stress

????????21% are experiencing significant anger

????????“Business units with engaged workers have 23% higher profit compared with business units with miserable workers.”

????????“A manager’s effect on a workplace is so significant that Gallup can predict 70% of the variance in team engagement just by getting to know the boss.”

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Mental health is destroyed due to workplace psychological abuse[vii]

????????70% of US adults, approximately 223.5 million people, have experienced psychological trauma, increasing their sensitivity to workplace abuse and subsequent mental health disorders

????????Evidence from studies reveals psychological abuse as a severe mental health destroyer, even more damaging than physical or sexual abuse

????????Workplace psychological abuse escalates depression by 28%, anxiety disorders by 34%, and stress-related mental health disorders by 37% in victims

????????Prolonged abuse victims show 230% higher risk of developing cardiovascular diseases and a 420% higher risk of depression

????????Individuals with pre-existing mental health conditions are more likely to face workplace psychological abuse, indicating their attractiveness as targets for abusers

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U.S. law designates people with mental health issues as a protected class[viii]

????????Protection of workers with disabilities, including mental health disorders (MHDs), is a civil rights issue addressed by the Americans with Disabilities Act (ADA) of 1990.

????????The ADA prohibits discrimination in all public areas, including employment, ensuring equal rights and opportunities.

????????The Equal Employment Opportunity Commission (EEOC) enforces the ADA, investigating discrimination charges and files lawsuits, along with individuals, if needed.

????????Employers are required to provide reasonable accommodations to individuals with disabilities unless it poses undue hardship on business operations.

????????Workplace psychological abuse disproportionately impacts people with MHDs and is therefore a serious violation of civil rights and employment laws.

????????It’s helpful for employers if they have a record of the people in the workforce with MHDs requesting a workplace free from psychological abuse, so they can prioritize the civil rights of this group.

????????Employees with MHDs can help themselves and the US workforce by making special accommodation requests to their employer asking for a workplace free of psychological abuse.

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Psychologically abusive work environments violate civil rights and employment laws, especially concerning individuals with mental health conditions[ix]

????????The U.S. Equal Employment Opportunity Commission (EEOC) recognizes that psychological abuse violates the Americans with Disabilities Act (ADA) as it severely impairs major work and life activities.

????????Occupational Safety and Health Act (OSHA) mandates a workplace free from hazards, including psychological harm, as it impairs major work and life activities

????????Employers can face charges of negligent supervision for employees' psychological abuse, particularly if there’s a failure to intervene or train for appropriate behavior.

????????Egregious behavior like persistent harassment can escalate to criminal charges.

????????State legislations are also important. For instance, California, New York, Virginia, Maryland, Pennsylvania, Texas, Florida, and New Jersey have also enacted laws protecting against workplace harassment.

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Psychological abuse in the workplace comes in many forms[x]

????????Gaslighting: Have you felt that a colleague has consistently denied or distorted facts, causing you to question your own perception of reality? (Stark, 2019)

????????Stonewalling: Has a colleague refused to engage in necessary communication or problem-solving related to work, making you feel unsupported or powerless? (Knapp, 2017)

????????Ambient Abuse: Has a colleague created a subtly hostile environment, through indirect or passive-aggressive actions, causing chronic stress or unease? (Einarsen et al., 2011)

????????Negging: Have you been subjected to veiled insults or backhanded compliments, causing feelings of insecurity? (Miner et al., 2018)

????????Dehumanization: Have you felt dehumanized, viewed as inferior or object-like, by a colleague, leading to a lack of empathy and potential harm? (Haslam, 2006)

????????More examples are available here: Workplace Psychological Abuse Test: Know the Signs https://lnkd.in/e482nxFd

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What does workplace psychological abuse feel like?[xi]

Jen, a dedicated and talented employee, is gripped by the creeping shadow of her boss’ constant undermining. She starts to second-guess her competence, feeling as if she's walking on eggshells, fearful of her next misstep. False accusations and unrealistic expectations swirl around her like a storm, undermining her confidence and leaving her drained, anxious, and helpless. Her sanctuary of sleep turns into a battlefield, invaded by nightmares of unending criticisms and public humiliation. Her waking hours, once filled with passion for her work, now mirror a chilling maze of dread and confusion. She feels trapped in an invisible web of dehumanization and degradation, leading to chronic stress and depression. The once energetic and ambitious professional now battles depression, anxiety, fear, rumination, and sleepless nights.

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What are workplace psychological abuse symptoms?[xii]

????????Declining Job Performance: Reduced productivity or quality of work (Hodgins et al., 2006).

????????Increased Absenteeism: Unexplained or unexpected absences from work (Nielsen et al., 2016).

????????Social Withdrawal: Isolation from colleagues and avoiding social interactions (Einarsen et al., 2011).

????????Physical Symptoms: Headaches, sleep problems, and digestive issues (St?le Einarsen et al., 2011).

????????Emotional Distress: Feeling dehumanized, and increased anxiety, depression, or irritability (Quine, 1999).

????????Negative Attitude: Pessimism about work or the workplace (Aquino & Thau, 2009).

????????Fear of Retribution: Fear of speaking freely or seeking help (Namie, 2000).

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Mental health disorders caused and exacerbated by psychological abuse[xiii]

1. Depression: Workplace psychological abuse often generates chronic stress and feelings of hopelessness, escalating into clinical depression (Kendler et al., 1999).
2. Anxiety Disorders: Hostile work environments provoke several anxiety disorders, such as generalized anxiety disorder and panic disorder, contributing to the prevalence of these conditions (Plaisier et al., 2007).
3. Substance Use Disorders: Workplace abuse frequently pushes individuals to use substances like alcohol or drugs as an unhealthy coping mechanism, leading to addiction (Frone, 1999).
4. Sleep Disorders: Persistent stress and anxiety from workplace psychological abuse disrupt sleep patterns, causing insomnia or other sleep disorders (Kawakami et al., 2001).
5. Obsessive-Compulsive Disorder (OCD): While OCD has strong genetic roots, workplace-induced stress events can trigger or worsen the symptoms (Fullana et al., 2004).
6. Post-Traumatic Stress Disorder (PTSD): Severe psychological abuse at work can traumatize employees, culminating in PTSD (Hogh et al., 2011).
7. Social Anxiety Disorder (SAD): Psychological abuse in the workplace often intensifies fear and discomfort in social situations, exacerbating SAD (Schneier et al., 2002).
8. Panic Disorder: The persistent stress experienced in a toxic work environment can lead to panic disorder, characterized by recurrent, unexpected panic attacks (Mathew et al., 2001).
9. Eating Disorders: The stress and diminished self-esteem engendered by workplace abuse can spark or exacerbate eating disorders such as anorexia nervosa or bulimia nervosa (Hartmann et al., 2010).
10. Bipolar Disorder: While primarily a biological condition, workplace stress, including psychological abuse, can trigger episodes of mania or depression, exacerbating bipolar disorder (Miklowitz et al., 2007).
11. Chronic Fatigue Syndrome: Highly stressful work environments, particularly those involving psychological abuse, can contribute to the development of chronic fatigue syndrome, which manifests as unexplained extreme fatigue (Borritz et al., 2005).
12. Somatization Disorders: Workplace psychological abuse and the consequent distress can manifest as physical symptoms, contributing to the prevalence of somatization disorders (Kroenke & Spitzer, 1998).
13. Suicidal Ideation: Extreme workplace abuse can lead to feelings of desperation and even suicidal thoughts, highlighting the severity of psychological abuse's impacts (Einarsen & Nielsen, 2015).
14. Borderline Personality Disorder (BPD): An abusive work environment can potentially aggravate the symptoms of existing BPD, such as intense emotional reactions, feelings of emptiness, and fears of abandonment (Sansone & Sansone, 2009).
15. Dissociative Disorders: Severe workplace-induced stress can lead to dissociative disorders, which involve disruptions or breakdowns of memory, awareness, identity, or perception (Spiegel et al., 2011).
16. Agoraphobia: While traditionally associated with the fear of places or situations that might cause panic, this condition can be exacerbated by psychological stress from the workplace (Li & Graham, 2017).
17. Acute Stress Disorder: This short-term condition can develop after a traumatic event, such as severe workplace bullying or harassment, underlining the impact of workplace psychological abuse (Bryant, 2006).
18. Impulse-Control Disorders: Stressful and hostile work environments can trigger and exacerbate impulse-control disorders (Grant et al., 2010).
19. Body Dysmorphic Disorder (BDD): An abusive workplace environment that fosters insecurity and low self-esteem can exacerbate symptoms of BDD, characterized by an obsessive focus on perceived flaws in appearance (Veale, 2004).

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Despite the perceptions of C-suite executives, workplace well-being is declining[xiv]

Based on a survey of 3,150 employees, managers, and C-suite executives in the US, UK, Canada, and Australia

????????Approximately 80% of C-suite executives believe that workplace well-being has improved in the past year

????????However, 25% of employees reported that their mental and physical health had worsened

????????52% of respondents reported frequently feeling exhausted

????????49% stressed

????????43% overwhelmed

????????34% irritable

????????33% lonely

????????32% depressed

????????27% angry

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U.S. law protects workers with mental health disorders, but abusive workplaces can violate these rights[xv]

????????Americans with Disabilities Act (ADA) protects those with mental health disorders

????????The Equal Employment Opportunity Commission (EEOC) enforces the ADA.

????????Employers are required to provide reasonable accommodations

????????Psychological abuse can impair work and life activities, violating the ADA and the Occupational Safety and Health Act (OSHA)

????????Employers could face charges for negligent supervision and persistent harassment

????????Additional protections are provided by specific state legislations

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Corporate harassment training programs fail to adequately educate employees on legal protections and the intricacies of psychological abuse behaviors[xvi]

????????Programs like Skillsoft Workplace Harassment Prevention lack sophistication, missing nuances of psychological abuse that affects approximately 30% of the American workforce.

????????Rather than focusing on covertly damaging behaviors like gaslighting, stonewalling, and intimidation, programs mostly cover obvious forms of harassment.

????????The flawed assumption that employees are primarily responsible for addressing harassment leads to victim blaming and inadequately equipped workplaces. Victims can report but it is the legal responsibility of the employers legal and Employee Relations organization to enforce company policies, civil rights and employment law.

????????Advice to report harassment to managers is unrealistic given that 65% of workplace psychological abusers are the person’s manager.

????????The proposed "limited confidentiality" in harassment reporting that this training encourages employees to accept is in violation of legal privacy rights, and exposes employees to potential retaliation, as well as further psychological, reputational, and economic damage.

????????Programs like Skillsoft Workplace Harassment Prevention training are inadequate enough that they could potentially generate and scale legal liability for a corporation should a harassment case go into discovery. In short, programs like this generate systemic legal risk regarding workplace psychological abuse applied to those with mental health disabilities, Title VII of the Civil Rights Act of 1964, The Americans with Disabilities Act (ADA), and the Occupational Safety and Health Act (OSHA).

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Potential cost of workplace psychological abuse[xvii]

Workplace psychological abuse generates up to 26% of the mental health disorders in the workplace.

26% reduction in the learning of necessary skills

67% reduction in the application of new skills

57% reduction in collaboration

74% higher stress levels

67% reduction in conflict resolution

76% lower engagement

60% reduction in innovation

40% higher burnout rates

50% reduction in productivity

10% reduction in profitability

28% increase in depression

34% increase in anxiety disorders

37% increase in stress-related mental health disorders

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A Case Study in Workplace Psychological Abuse: The Downfall of Uber's CEO & Leadership Team

????????Uber's scandal in 2017 serves as a watershed moment for recognizing the gravity of workplace psychological abuse

????????A deep investigation ensued, led by former U.S. Attorney General Eric Holder. The investigation revealed a culture rife with bullying, discrimination, and harassment. The situation was so dire that it became clear that Uber's work environment was not just toxic, but hazardous for its employees’ mental health and well-being.

????????Uber’s brand image suffered a massive blow. Customers and investors were appalled, leading to a campaign which saw hundreds of thousands of users deleting the app. and moving to a competitor.

????????Uber faced multiple lawsuits, and was forced to pay settlements to victims of harassment.

????????CEO Travis Kalanick, along with 20 other leaders, were ousted from their positions as a direct result of the scandal.

????????Not only does psychological abuse significantly impact the mental health of employees, but it can also lead to the downfall of an entire executive leadership team.

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Workplace Psychological Abuse Test: Know the Signs

https://lnkd.in/e482nxFd

Guide to Improving Psychological Safety by Reducing Psychological Abuse: A legal and civil rights violation – for Victims, Abusers, and Companies to Solution Together

https://lnkd.in/ezCGF_n4

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Additional Posts with Related Information:

Problem:

1.??????The Clear Link Between Workplace Psychological Abuse (“Bullying”) and Mental Health Destruction

https://lnkd.in/evH5m9WW

2.??????The Link Between Workplace Bullying and Physical and Mental Health Risks

https://lnkd.in/e-ZqkCwQ

3.??????Research Linking Workplace Psychological Abuse to Sleep Disorders, Depression, Anxiety, PTSD, and Nervous Breakdowns

https://lnkd.in/eQkWi8Z4

4.??????Psychological Abuse as Harmful or More Harmful than Sexual or Physical Abuse

https://lnkd.in/e_PKtcje

5.??????Workplace Psychological Abuse Significantly Increases Stress, Reduces Job Satisfaction, And Decreases Performance.

https://lnkd.in/etWvd3wc

6.??????Cost of Workplace Psychological Abuse

https://lnkd.in/e4Ay9vaX

7.??????How Psychological Abuse (“Bullying”) Manifests at Work

https://lnkd.in/edsa5bNU

8.??????The 2021 Workplace Bullying Institute Survey

https://lnkd.in/ewuupCAQ

9.??????A staggering number of people witness workplace psychological abuse.

https://lnkd.in/ehwtQ-Ed

10.???The way we’re working isn’t sustainable, and it’s hurting our mental health.

https://lnkd.in/e-XQ2KjG

11.???The U.S. is running work environments that are generating mental illness and it’s getting worse.

https://lnkd.in/ez_xPUTE

12.???The U.S., among developed nations, has the highest rates of sociopathy, antisocial personality disorder, violence, and abuse.

https://lnkd.in/eJeWvedG

13.???U.S. workplace abuse and stress, the highest in the developed world, contributes to the generation of offspring that have unprecedented anxiety, sociopathy, violence, murder, and suicide among the developed nations.

https://lnkd.in/epkHysdy

14.???Adult mental health in the U.S. is facing a crisis that extends far beyond the individual, affecting not only their personal well-being but also the emotional and mental health of younger generations.

https://lnkd.in/eM3mCRGy

15.???New research from the CDC reveals alarming rates of mental health disorders among children in the US in 2021 - What role do corporations play in this problem and the solution?

https://lnkd.in/e7jMfhkC

16.???In the alarming discourse of mental health and violence, corporations play a far more significant role than is often recognized.

https://lnkd.in/edQCD-cs

17.???Corporate leaders must understand the civil rights legal ramifications of workplace psychological abuse to mitigate reputational and legal risks.

https://lnkd.in/ehBK2-Tt

18.???Corporate harassment training programs, such as Skillsoft Workplace Harassment Prevention, are inadequate for educating employees on legal protections and detailed psychological abuse behaviors.

https://lnkd.in/eEGbxWUK

19.???Gallup State of the Global Workplace Report 2022

https://lnkd.in/ebHXWtbY

20.???In Advancing Workforce Well-being, it's revealed that workplace well-being is declining despite the perceptions of C-suite executives.

https://lnkd.in/eeBK4Ti4

21.???Indicators of Psychological Abuse

https://lnkd.in/eTftcZc3

22.???United States Mental Health Crisis is Fueled by the Workplace

https://lnkd.in/eQYFNcsS

23.???The Downfall of Uber's CEO & Leadership Team: A Case Study in Workplace Psychological Abuse

https://lnkd.in/eRtETzNZ

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Solutions:

1.??????Workplace Psychological Abuse Test: Know the Signs

https://lnkd.in/e482nxFd

2.??????Guide to Improving Psychological Safety by Reducing Psychological Abuse: A legal and civil rights violation – for Victims, Abusers, and Companies to Solution Together

https://lnkd.in/ezCGF_n4

3.??????U.S. Surgeon General Dr. Vivek Murthy has released a new Framework for Mental Health & Well-Being in the Workplace.

https://lnkd.in/ekC8vz2P

4.??????Urgent Call to Action for US Corporations and 6 Pages of Detailed Guidance Showing How to Follow the Advice of the US Surgeon General

https://lnkd.in/e8FgyN9V

5.??????Why Good Leaders Make You Feel Safe

https://lnkd.in/e-WdCWYk

6.??????Empowering The Workforce for Sustainable Growth and Well-being

https://lnkd.in/e_BpEKqQ

7.??????Engaging the Modern Workforce and Driving Innovation with Psychological Safety

https://lnkd.in/emk7Kh7U

8.??????Bullying and Corporate Psychopaths at Work

https://lnkd.in/eGifVqvZ

9.??????Leaders high in sociopathy, antisocial personality disorder and malignant narcissism ensure control over people through trauma-causing abuse.

https://lnkd.in/etJ6ZuR3

10.???Addressing the Neurological Roots of Workplace Sadists and Abusers

https://lnkd.in/eHZMywra

11.???Recent Study Sheds Light on the Brain Structure Behind Narcissistic Personality Disorder

https://lnkd.in/ewhYCvqz

12.???Sadism – Research shows some people gain deep satisfaction from causing harm to others

https://lnkd.in/eGrBx7JV

13.???How to Recognize a Covert Narcissist

https://lnkd.in/eenQ4N6U

14.???Understanding Narcissistic Abuse Patterns

https://lnkd.in/engtvqrR

15.???Narcissistic and Sociopathic Psychological Abuse Survivor Testimonials

https://lnkd.in/ejeRSGsb

16.???Effects of Narcissist Abuse

https://lnkd.in/ec2xiwes

17.???Attending to the Mental Health Needs of Sadists in the Workplace

https://lnkd.in/eCiBJQ7t

18.???Psychological abusers are often attracted to certain characteristics within roles and corporate cultures.

https://lnkd.in/e8Exuu6B

19.???Abusive behavior, especially when displayed by leaders, can spread throughout the organization, creating entire climates of abuse.

https://lnkd.in/ekaJMBiA

20.???A Shift in the US Workplace: Prioritizing Mental and Psychological Well-being- New Human Capital Disclosure Requirements

https://lnkd.in/e4kzjvcD

21.???Narrative to Inspire Senior Leadership to Take Action

https://lnkd.in/ekSTtsNE

22.???In Fortune 500 companies, Leadership controls HR and compliance, and with that, they have the power to stop psychological abuse.

https://lnkd.in/eu7DXSA2

23.???In Fortune 500 companies, HR departments play a pivotal role in curbing workplace psychological abuse.

https://lnkd.in/ebiAqf8N

24.???In Fortune 500 companies, Legal departments hold an essential role in combating workplace psychological abuse.

https://lnkd.in/eyWTMy48

25.???In the Fortune 500, Employee Relations (ER) departments are essential in combating workplace psychological abuse.

https://lnkd.in/eXewyiKp

26.???Enhance Psychological Safety in the Workplace through Organizational Solutions

https://lnkd.in/ezdVUdV4

27.???AI has the cognitive capacity to understand conversational context over time and identify the structure and inconsistencies inherent in psychological abuse.

https://lnkd.in/eSavJkyB

28.???Framework for an AI-driven software solution to comprehensively address psychological abuse in workplaces

https://lnkd.in/eFc__Hvr

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[i] Sources:

Gallup State of the Global Workforce 2023

CDC Youth Risk Behavior Survey Data Summary & Trends Report: 2011-2021

(2021) Workplace Bullying Institute Survey

(2015) Workplace Bullying and Mental Health: A Meta-Analysis on Cross-Sectional and Longitudinal Data , Nyberg et al., 79 cross-sectional and 20 longitudinal studies, and data from over 115k participants

Grant, B. F., Hasin, D. S., Stinson, F. S., Dawson, D. A., Chou, S. P., Ruan, W. J., & Pickering, R. P. (2004). Prevalence, correlates, and disability of personality disorders in the United States: results from the national epidemiologic survey on alcohol and related conditions. The Journal of clinical psychiatry, 65(7), 948-958.

Fry, D. P., & S?derberg, P. (2013). Lethal aggression in mobile forager bands and implications for the origins of war. Science, 341(6143), 270-273.

Pratt, T. C., & Cullen, F. T. (2005). Assessing macro-level predictors and theories of crime: A meta-analysis. Crime and justice, 32, 373-450.

Pescosolido, B. A. (2013). The public stigma of mental illness: what do we think; what do we know; what can we prove? Journal of health and social behavior, 54(1), 1-21.

World Bank Data. (2021). Intentional homicides (per 100,000 people) - United States.

[ii] Sources:

(2021) Workplace Bullying Institute Survey

[iii] Sources:

American Psychology Association’s 2023 Work in America Survey

Mind Share Partners’ 2021 Mental Health at Work Report 2021

[iv] Sources:

Babiak, P., & Hare, R. D. (2006). Snakes in Suits: When Psychopaths Go to Work. HarperCollins. / Boddy, C. R. (2011). Corporate Psychopaths, Bullying and Unfair Supervision in the Workplace. Journal of Business Ethics, 100(3), 367–379. / Galinsky, A. D., Magee, J. C., Inesi, M. E., & Gruenfeld, D. H. (2006). Power and Perspectives Not Taken. Psychological Science, 17(12), 1068–1074. / Baumeister, R. F., Smart, L., & Boden, J. M. (1996). Relation of Threatened Egotism to Violence and Aggression: The Dark Side of High Self-Esteem. Psychological Review, 103(1), 5–33. / Felps, W., Mitchell, T. R., & Byington, E. (2009). How, When, and Why Bad Apples Spoil the Barrel: Negative Group Members and Dysfunctional Groups. Research in Organizational Behavior, 30, 175–222. / Mathieu, C., Neumann, C. S., Hare, R. D., & Babiak, P. (2014). A Dark Side of Leadership: Corporate Psychopathy and Its Influence on Employee Well-Being and Job Satisfaction. Personality and Individual Differences, 59, 83–88. / Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (Eds.). (2011). Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice (2nd ed.). CRC

[v] Sources:

Babiak, P., & Hare, R. D. (2006). Snakes in Suits: When Psychopaths Go to Work. HarperCollins. / Boddy, C. R. (2011). Corporate Psychopaths, Bullying and Unfair Supervision in the Workplace. Journal of Business Ethics, 100(3), 367–379. / Galinsky, A. D., Magee, J. C., Inesi, M. E., & Gruenfeld, D. H. (2006). Power and Perspectives Not Taken. Psychological Science, 17(12), 1068–1074. / Baumeister, R. F., Smart, L., & Boden, J. M. (1996). Relation of Threatened Egotism to Violence and Aggression: The Dark Side of High Self-Esteem. Psychological Review, 103(1), 5–33. / Felps, W., Mitchell, T. R., & Byington, E. (2009). How, When, and Why Bad Apples Spoil the Barrel: Negative Group Members and Dysfunctional Groups. Research in Organizational Behavior, 30, 175–222. / Mathieu, C., Neumann, C. S., Hare, R. D., & Babiak, P. (2014). A Dark Side of Leadership: Corporate Psychopathy and Its Influence on Employee Well-Being and Job Satisfaction. Personality and Individual Differences, 59, 83–88. / Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (Eds.). (2011). Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice (2nd ed.). CRC

[vi] Sources:

Gallup (2022) State of the Global Workplace?https://lnkd.in/edGSU_Ti?

[vii] Sources:

(2015) Workplace Bullying and Mental Health: A Meta-Analysis on Cross-Sectional and Longitudinal Data , Nyberg et al., 79 cross-sectional and 20 longitudinal studies, and data from over 115k participants

(2014) Childhood Psychological Abuse as Harmful as Sexual or Physical Abuse, American Psychology Association

Burned by Bullying in the American Workplace: Prevalence, Perception, Degree and Impact, Journal of Management Studies 44(6):837-862

(2003) Workplace Bullying and the risk of Cardiovascular Disease & Depression, Occupational and Environmental Medicine 2003;60;779-783

[viii] Sources:

Americans with Disabilities Act of 1990 (ADA)

Spector, P. E., Zhou, Z. E., & Che, X. X. (2014). Nurse exposure to physical and nonphysical violence, bullying, and sexual harassment: A quantitative review. International Journal of Nursing Studies, 51(1), 72-84

[ix][ix] Sources:

U.S. Equal Employment Opportunity Commission. (n.d.). Disability Discrimination. https://www.eeoc.gov/disability-discrimination

Americans with Disabilities Act of 1990, Pub. L. No. 101-336, 104 Stat. 327 (1990).

Occupational Safety and Health Act of 1970, Pub. L. No. 91-596, 84 Stat. 1590 (1970).

Langlieb, A. M., & Kahn, J. P. (2005). How much does quality mental health care profit employers? Journal of occupational and environmental medicine, 47(11), 1099-1109.

Employment Law Handbook. (n.d.). Negligent Supervision. https://www.employmentlawhandbook.com/general/negligent-supervision/

Workplace Fairness. (n.d.). State Laws. https://www.workplacefairness.org/state-discrimination-harassment-laws

[x] Sources:

Stark, R. (2019). Gaslighting: How to Drive Your Enemies Crazy. Loompanics Unlimited.

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Note: Data is presented as a potential negative % as opposed to a positive % in order to encourage action. Reductions in innovation and conflict resolution are calculated using the principal of inversion and a midpoint between a severe decrease and a moderate one.