Hostile and intimidating behavior, sometimes known by the shorthand term “bullying,” is defined in university policy as “unwelcome behavior pervasive or severe enough that a reasonable person would find it hostile and/or intimidating and that does not further the university’s academic or operational interests.” https://hr.wisc.edu/hib/principles-and-policies/
Hostile and intimidating behavior (HIB) can occur in the university setting. Even individual instances of such behavior can have a significant effect on the person it is aimed at, and can take a physical and emotional toll, reduce the effectiveness of a person’s work or learning. It is a significant reason for unhealthy workplace climate and culture and should be addressed immediately. Hostile and intimidating behavior is prohibited by university policy.
What is hostile and intimidating behavior?
Hostile and intimidating behavior is defined as unwelcome behavior pervasive or severe to the extent that it makes the conditions for work inhospitable and impairs another person’s ability to carry out his/her responsibilities to the university, and that does not further the University’s academic or operational interests. A person or a group can perpetrate this behavior. The person need not be more senior than or a supervisor to the target. Unacceptable behavior may include, but is not limited to:
- Abusive expression (including spoken, written, recorded, visual, digital, or nonverbal, etc.) directed at another person in the workplace, such as derogatory remarks or epithets that are outside the range of commonly accepted expressions of disagreement, disapproval, or critique in an academic culture and professional setting that respects free expression
- Unwarranted physical contact or intimidating gestures
- Intentional exclusion or isolation having the effect of harming another person’s reputation in the workplace and hindering another person’s work
- Sabotage of another person’s work or impeding another person’s capacity for academic expression, be it oral, written, or other;
- Abuse of authority, such as using threats or retaliation in the exercise of authority, supervision, or guidance, or impeding another person from exercising shared governance rights, etc.
Repeated acts or a pattern of hostile and/or intimidating behaviors are of particular concern. A single act typically will not be sufficient to warrant discipline or dismissal, but an especially severe or egregious act may warrant either.
What to do if you feel you have been the target of hostile and intimidating behavior
Undesired consequences of hostile and intimidating behavior can be avoided or minimized when the problem is addressed early on, but victims are often hesitant to pursue a formal process before the impact is severe. Educational opportunities and campus resources have been implemented with the intent of aiding all employees and students in defusing situations before they become severe. These resources, including trained personnel who can advise and mediate, comprise the “informal approach.” It is possible that situations will continue to arise in which informal interventions are not effective, and the “formal approach” has been designed to address those situations. https://hr.wisc.edu/hib/addressing-hib/
You are encouraged to seek out advice and consultation after the first instance of hostile and intimidating behavior: consultation is not escalation. Discussing what has happened in a timely way can often prevent continued bullying. Here are some ways to do this:
- Seek advice from a trusted colleague.
- You may choose to seek informal resolution by approaching the individual yourself or with an intermediary;
- Consult your advisor, human resources representative, division chair, director, dean, or any campus resource to discuss options for resolution;
- Keep notes of what happened, when, where, and who was present. Retain copies of any correspondence.
Graduate students sometimes experience hostile and intimidating behavior from faculty members. If you are a student who is experiencing such behavior, you are entitled to support as a university employee through the Ombuds office, the Dean of Students office, and (if a grad student) the Graduate School. Graduate student workers should also consult with Graduate Coordinators, TAA Stewards, and/or the Graduate School.
Students with concerns may contact Lisa Imhoff, the Associate Dean for Diversity Equity and Inclusion Initiatives, at lisa.imhoff@wisc.edu, (608) 265-3962, 1121 D Rennebohm Hall.