Moving to Inclusion

In-Conversation with Stefanie Costi, Shirli Kirschner chaired by Dr Rosemary Howell.

When I read Stefanie Costi’s LinkedIn post about her personal experience of workplace bullying, I reached out to her to offer support and to see what I could learn.?Our personal discussions evolved into an “In-Conversation” event where we invite thought leaders to listen to that conversation and participate in discussing the issues with Dr Rosemary Howell keeping the space safe.

This conversation had at its core the first hand account from Stefanie of the impact on her of a workplace issue that has impacted who she is.? The purpose was to first understand that narrative and then to explore lessons that can be embedded in workplaces, practices and projects. The session was attended by about 30 thought leaders from law, academia, leadership and people & culture.

Stefanie Costi is a 34-year-old lawyer who experienced bullying from a senior partner which impacted her mental health and caused her to question whether she should continue in the law.

After speaking out about her experience via social media, Stephanie’s account of workplace bullying went viral. It also served to re-focus attention on the incidence of bullying in the legal profession and in the workplace generally. After her story appeared on the front page of the Sydney Morning on Friday March 15, Stefanie talked about how empowering it was for her to speak out.

In commenting on the In Conversation afterwards, Stefanie says, “I was thrilled to discuss this with leaders in the room about what they could do to mitigate the risk of this type of psychosocial risk in the workplace and it was discussed in all its many complexities. I love the fact there were take homes so they could implement some of the strategies in their work environments.”

?“I’m keen to speak in this way because I know it helps organise education on the impact in the workplace of harbouring bullies,” she adds.

?Importantly after listening to Stefanie’s description of her bullying, attendees began an important sharing of experiences and ideas.

We discussed the role of Employer Assistance Programes (EAPs) in this space, as well as some other complimentary solutions including conflict coaching, a secure 24-hour service for people to speak up, and the importance of all solutions being people-centric and trauma-informed. I noted the critical importance of good triage in matching an intervention and a problem.

Another important observation from the group was that perceived ‘perpetrators’, no matter what position they hold in the business, also need support to protect their mental health and that the system needs to be examined to change pressures that might lead to this kind of behaviour.

?Among the other key takeaways were:

• Consequences need to be clear and visible for when complaints are raised.
• No victim blaming.
• Processes must be proactive. This includes easy access to resources and employees connecting with a problem solving journey and resources BEFORE incidents arise.
• The need for education and empowerment to strengthen prevention, action and reporting processes.
• Top-down leadership. It begins with the Board and Executive team.
• Engage roof bodies to act.
• Utilise Unions as a resource.

The consensus from the room is that we need a multi-faceted and organised approach to what are complex issues which lie below the surface of what Stefanie has raised. Any solution needs multiple ‘buckets’ or elements.

My personal call to action is to create a space to deepen our thinking, reflecting on those 'buckets' and simplifying the complex by creating a framework.? Stay tuned.