I mentioned in an earlier posting that perceptions are real, that irrespective of the objective truth of a situation a person's subjective experience of that same situation is "true" and completely real. This must be remembered when we think about staffroom banter.
Banter is seen by some (generally the perpetrators) as harmless, knock-about nonsense, but it is often led by someone with a dominant personality and with a following. If this "banter" is kept within an established consensual group then perhaps these concerns are less appropriate but when the "banter" is directed towards someone else it can easily turn in to bullying. Even if "consensual" the consent may be grudgingly given to maintain the peace and also because of the dominant position the main perpetrator holds. I feel that we should apply the same criteria to banter/bullying with colleagues as we do with children. If it is repeated, non-consensual (in a truly willing way) and oppressive then banter is bullying.
School leadership has to recognise this as an issue. Schools have a duty of care towards their employees. The line between banter and bullying is easily crossed and if this is the case then action has to be taken. In addition the nature of the "banter" may quickly become discriminatory especially if the theme of the banter is around nationality, gender, sexual preference or a protected characteristic. A union official worth their salt should be all over this and making representations to school leadership and if necessary school governing bodies. Unless action is taken by school leadership then it is easy to see how the school fails in its duty of care towards its staff.
Schools can be extremely lonely places for many teachers and "banter" can make it worse. If you're the victim of banter (or aware of it) and feel it is having a detrimental effect on your well-being you must report it to your line manager or senior leadership. Keep notes, inform your union rep and make sure you are listened to. Protect your own mental health at all times.
ACAS Guidance
Banter is seen by some (generally the perpetrators) as harmless, knock-about nonsense, but it is often led by someone with a dominant personality and with a following. If this "banter" is kept within an established consensual group then perhaps these concerns are less appropriate but when the "banter" is directed towards someone else it can easily turn in to bullying. Even if "consensual" the consent may be grudgingly given to maintain the peace and also because of the dominant position the main perpetrator holds. I feel that we should apply the same criteria to banter/bullying with colleagues as we do with children. If it is repeated, non-consensual (in a truly willing way) and oppressive then banter is bullying.
School leadership has to recognise this as an issue. Schools have a duty of care towards their employees. The line between banter and bullying is easily crossed and if this is the case then action has to be taken. In addition the nature of the "banter" may quickly become discriminatory especially if the theme of the banter is around nationality, gender, sexual preference or a protected characteristic. A union official worth their salt should be all over this and making representations to school leadership and if necessary school governing bodies. Unless action is taken by school leadership then it is easy to see how the school fails in its duty of care towards its staff.
Schools can be extremely lonely places for many teachers and "banter" can make it worse. If you're the victim of banter (or aware of it) and feel it is having a detrimental effect on your well-being you must report it to your line manager or senior leadership. Keep notes, inform your union rep and make sure you are listened to. Protect your own mental health at all times.
ACAS Guidance
What if banter is part of the school's ethos and encouraged by the senior leaders?
ReplyDeleteThe key question is the impact it has on any member of staff. If it is intimidating, isolating or discriminatory it could easily be argued that it is harassment or bullying and hence illegal. This can easily become work-related stress and then indicate a failure in duty of care. If an individual member of staff feels they are experiencing such treatment and that it is condoned by leadership then the unions need involving plus contact with the employer, be it an LEA, board of governors etc. Ultimately the employer has the duty of care and if leadership are failing to exercise the will of the employer then it is the employer that needs to be involved and taken to task.
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