When work has a tragic ending, we revisit Candia Bailey and other souls who sorrowfully departed due to pressure and bullying.

The tragic passing of Ms. Candia Bailey resonates not only with victims of harassment but also with those who seek refuge from workplace suffering. While some may not relate to this, many might attribute it to a struggle with mental health issues. The reality, however, is that the harm often stems from those to whom individuals reach out for help, rather than the problems themselves. This to be increasingly common in workplaces today.

The lack of laws protecting employees contributes to a rising number of cases where individuals feel compelled to seek legal refuge. The blame often falls within the system, particularly during relationship terminations, with reasons frequently cited as incompetence or mental health issues.

Many organizations that frequently fire employees frame termination as the employee's fault. This behavior often stems from a desire to avoid legal repercussions. Blaming the employee protects the company’s image and prevents management from admitting to internal issues or failures. This tendency suggests that management is facing systemic problems. Instead of addressing the root causes, it is easier for the organization to shift blame and set the employee up for failure.

The case of France Telecom involved many employees who committed suicide between 2008 and 2009 due to the stress of the company's restructuring. The union seemed to have limited influence during this crisis, facing challenges in addressing systemic issues and influencing management decisions within a highly decentralized bureaucratic organization. As a result, many employees took their own lives. The French court's investigation ultimately revealed that the organization had engaged in institutional harassment.

What could have been done differently to prevent this from happening?

The tragic instances of suicide could have been avoided if the organization had chosen to prioritize the well-being of its employees instead of causing them harm. The opposite of institutional harassment is respect, dignity, and supportive leadership. Implementing a change management system would have been critical, as it involves clearly communicating the reasons for any restructuring, explaining the anticipated changes, and including employees in the decision-making process. Additionally, offering support through stress management workshops and providing tools to help employees cope with these changes would have been beneficial.

What about Ms. Bailey's situation? How could it have been handled differently?

Management should have conducted a thorough investigation into Candia Bailey's complaints of bullying and harassment. Addressing all allegations promptly can help resolve issues before they escalate.

Clear and open communication with employees regarding their concerns and the measures being taken to address them can foster trust and alleviate anxiety.

Promote an Inclusive Environment - Creating a workplace that embraces diversity, equity, and inclusion can help prevent feelings of isolation and discrimination. Management should actively work to eliminate stereotypes and biases that may negatively impact employees.

Provide Mental Health Support - Offering comprehensive mental health support, including access to counseling and stress management resources, could have provided Candia Bailey with the necessary assistance to cope with her challenges.

Tragic events, such as those at France Telecom, often catalyze organizational change. However, it raises the question of why such tragedies are necessary for prompt action. Organizations have a responsibility not just to monitor their duties and work hours but also to ensure the overall well-being of their employees while they are at work.

The story of Christine Chubbuck's suicide on live television in 1974 is a tragic one. The footage of her suicide was sealed, underscoring the profound frustration she experienced with the sensationalist trends in the news industry, which ultimately led her to take her own life. This serves as a poignant reminder of the importance of mental health support and the need for compassionate and understanding environments.

The case of Candia Bailey highlights that, while mental health issues significantly affected both Chubbuck and Bailey, there were also important factors involved, such as the workplace environment and a lack of support. These conditions fostered a sense of hopelessness, and experiences of bullying intensified their pain and suffering.

Blaming an employee's mental health as the primary reason for decisions for individual employees is counterproductive for several reasons.

Stigma and Discrimination- Blaming employees for their mental health issues perpetuates stigma and discrimination. It discourages individuals from seeking help, leading to further isolation and distress.

Complexity of Mental Health -Mental health conditions are complex and can be influenced by a variety of factors, including genetics, environment, and life experiences. Blaming employees oversimplifies these issues and ignores the broader context

Workplace Environment-The work environment can significantly impact an employee's mental health. High stress, bullying, and lack of support can contribute to mental health issues. Blaming employees ignores the role that the organization plays in their well-being.

Legal and Ethical Considerations- Organizations have a legal and ethical responsibility to provide a safe and supportive work environment. Blaming employees for their mental health issues can lead to legal repercussions and damage the organization's reputation.

Organizations often minimize employee claims due to liability concerns, and those who suffer in the workplace frequently find their claims dismissed. This reluctance to acknowledge responsibility reflects a systemic issue within the organization. A culture that dismisses employee concerns and inadequate HR practices can contribute to rejecting valid claims.

Let’s take a closer look at those who have been driven to despair, leading to tragic outcomes. People who have never experienced workplace harassment and bullying might struggle to understand how someone facing such treatment consistently can feel overwhelmed. No one is immune to these struggles.

When a group of people repeatedly harasses and bullies someone, it can have a severe impact on that person's mental health. No one understands this better than those who have experienced it firsthand. Workplace harassment significantly affects mental well-being, and these cases are often viewed in isolation. When harassment and bullying occur as isolated incidents, it ultimately becomes a matter of one person's word against another's. A person who undergoes this treatment repeatedly, without support, can find themselves in a very dark place.

We live in a society where grit and resilience are celebrated, while those who struggle are often labeled weak. Suppose this mindset continues to dominate the culture of organizations. In that case, the country will face a mental health crisis, an increase in physical health problems, and a decline in the overall quality of life.

Legal and Financial Consequences - High turnover rates can lead to reduced productivity, legal issues, financial consequences, and a negative workplace culture.

The economic impact on society, combined with public health concerns, creates social strain as individuals and families deal with the effects of workplace bullying. This strain manifests as financial instability, mental health challenges, and a general erosion of trust in institutions and organizations. Consequently, there is a need for greater public confidence and improved social cohesion.

Although we understand how to address these issues, many organizations and society as a whole often struggle to implement effective solutions.

Cultural Norms: In some workplaces, bullying and harassment may be normalized or overlooked, making it difficult to change these ingrained behaviors. Deep-rooted culture Changing this culture requires a concerted effort from all levels of the organization, which can be challenging to achieve.

Resistance to Change: Employees and managers accustomed to the existing culture may resist change. Overcoming this resistance requires strong leadership and a commitment to creating a positive work environment.

Inadequate Policies- Some organizations may lack clear policies and procedures for addressing bullying and harassment. Without a structured approach, it can be challenging to handle complaints effectively-

and the most important of it all is the lack of support employees may not have access to adequate support systems, such as counseling and mental health resources. Providing these resources is essential for helping employees cope with the effects of bullying and harassment.

In environments where unethical behavior is common, employees may fear retaliation if they report bullying. This fear can deter them from speaking out and seeking help. Additionally, power imbalances within organizations can make it difficult for victims to come forward. Those in positions of authority may misuse their power, making it challenging to hold them accountable.

A lack of ethics from individuals and organizations primarily causes this issue. If ethical standards are not established earlier in life or within the organization, a culture of tolerance for bullying and harassment can develop. Without accountability, individuals may feel empowered to engage in harmful behavior. Toxic leadership further exacerbates this issue; when leaders in such an environment also lack ethics, it can lead to a culture where bullying becomes normalized.

Other factors that worsen problems include employers giving negative references and citing reasons for termination, such as poor performance or behavioral concerns. This can make it difficult for the terminated employee to find new work.

Stigma and Reputation—Terminating under such circumstances can carry a stigma, leading potential employers to view the individual as problematic or challenging. This can damage the individual's professional reputation.

Emotional and Psychological: The experience of being terminated due to bullying and harassment can have a lasting emotional and psychological impact. This can affect the individual's confidence and mental health, further complicating their job search.

The burden always falls on the employee who is being let go. Imagine experiencing bullying and harassment, only to face termination afterward. This situation carries a stigma and has a significant psychological impact, not to mention the financial strain it creates. The organization often appears indifferent, as it focuses on running the business and meeting its targets. The workforce is treated like a one-way stream.

It's important to remember that individuals who are let go often possess qualities that the organization values during the hiring process. These qualities shouldn't disappear; instead, we should nurture them and leverage them as company assets. However, we risk undermining these assets by imposing unrealistic goals or expectations, which can set employees up for failure. When they cannot meet these demands, it can result in their termination.

Systemic Issues and Internal Politics - As seen in cases like France Telecom, systemic issues such as institutional harassment and poor organizational practices can lead to the termination of employees, often resulting in devastating consequences.

The United States is currently facing a significant mental health crisis. This issue has been escalating over the years and further worsened by the COVID-19 pandemic. Recent data shows that one in five American adults experienced symptoms of anxiety and depression in 2023. This trend was evident even before the pandemic but has intensified due to various pandemic-related factors.

The mental health crisis affects families, communities, workplaces, and the economy. Leaders at the highest levels of national government are working to address this issue through various initiatives and strategies.

These overarching issues highlight the quality of leadership within organizations. The systems and processes in place reflect the leadership shortcomings, especially when employees or former employees take their own lives. Public health concerns cannot be attributed solely to individuals; they also involve society, the workplace, and leadership.

One effective way to make a difference is to study the challenges companies face, particularly regarding employee concerns about feeling a lack of control over situations. Addressing these challenges is crucial as it helps prevent mental strain among employees. As a leader in a difficult workplace, it's important to self-reflect before pursuing solutions to problems. A creative approach that considers the needs and perspectives of both parties is essential; the goal should be a resolution that leaves everyone satisfied rather than a one-sided outcome.

The Psychological Safety Act.

The psychological safety act is now more than ever necessary to prevent the tragic ending of many lives. Psychological safety encourages open and honest communication. Employees feel safe sharing their ideas, concerns, and feedback without fear of ridicule or retribution.

Employees who feel psychologically safe are likelier to take risks and propose innovative solutions. This can lead to greater creativity and problem-solving within the organization.

A psychologically safe environment supports mental health and well-being. Employees who feel valued and respected are less likely to experience stress, anxiety, and burnout.

Overall, the Psychological Safety Act is essential for creating a healthy, productive, and innovative workplace where employees feel valued and supported.

Some may argue that there are better solutions than this, but providing an extra layer of protection for employees is undoubtedly better than having none. It helps minimize risks. Our policies for protecting employees are currently insufficient, and having a Psychological Act is a positive step forward.