# Protected grounds of discrimination and the risk of workplace bullying

## TL;DR

This study shows that employees with protected characteristics face higher risks of workplace bullying, especially if they feel like a minority.

## Contribution

The study identifies how both belonging to a protected group and feeling like a minority increase bullying risks.

## Key findings

- Employees with protected characteristics have an 1.87 times higher risk of person-related bullying.
- Feeling like a minority increases bullying risk to 5.13 times.
- Disabled and ethnic minority individuals face particularly high bullying risks.

## Abstract

The present study investigated the protected grounds of discrimination and the risk of exposure to workplace bullying when being in a minority at work—feeling like a minority—or merely belonging to a protected group. Further we elucidated the boundary between bullying and discrimination. Based on a social identity perspective we tested hypotheses on the risks of bullying using a probability sample of the Swedish workforce. The results showed an increased risk of person-related bullying for employees who have a protected characteristic (OR = 1.87). When also feeling like a minority the risk increased substantially (OR = 5.13). Particular high risks were found for disabled and those from an ethnic minority. The risk is not merely a structural problem affecting all where bullying is construed from being treated unfairly as part of a wider collective; the results showed an increased risk of bullying of individual targets having a protected characteristic. To alleviate this requires a comprehensive approach involving policies treating it as an organizational issue, proactively as well as having safe procedures when problems surface. Creating more well-functioning workplaces will alleviate the problem for all, although to succeed those with protected characteristics would need particular consideration.