Dr Donna Stemmer is the founder of Workright23, a charitable trust based in New Zealand, that provides a platform for people affected by workplace bullying and harassment to document their experiences, get support and receive qualified advice on their options.

But Donna doesn't stop there, and she’s committed to working with organisations to provide anonymised data from complainants that can help them understand the true extent of workplace bullying, and what they can do to turn things around.

In this episode, Donna tells me about how Workright23 works and why it provides safety in numbers for people and organisations affected by bullying and harassment.

In a packed discussion, full of practical details, you'll hear us discussing:

• Why Workright23 is needed, and why targets shouldn't just go straight to HR to report workplace bullying • How Donna's organisations provides a confidential platform for targets, witnesses and bystanders • The problems facing HR, if they get bullied too - within their hierarchy, or by management • Why data about incidents helps organisations understand, and tackle, a toxic culture • How the platform works when people make a confidential report • How targets, witnesses and bystanders can report current and historic bullying (in New Zealand & Australia) • Why organisations need data to learn, change cultures and measure their improvement programmes • How GPs can use the platform to support targets' mental health • Reporting sexual harm and domestic violence • Matching perpetrators to prevent serial bullying across organisations - targets are not alone! • The impartial and independent support and advice people will receive when they register a case • Organisational behaviour, the letter and spirit of the law

LINKS ------ Access the platforms in New Zealand and Australia at: https://workright23.org.nz https://workright23.com/au

Contact Dr. Donna Stemmer on LinkedIn at https://www.linkedin.com/in/drdonnastemmer/

This is the second part of Jane’s story. In the previous episode, we heard how Jane* - an experienced HR professional - found herself becoming the target of workplace bullying, and the impact of process failures on her physical and psychological health.

Armed with upheld investigation findings, Jane just wanted to get back into the workplace and get her HR career back on track, supporting others and making a difference.

When organisations respond to workplace bullying, do they support complainants in returning to work, restore relationships and learn from findings to build safer, more respectful workplace cultures?

Let's hear from Jane about what happened next, and her thoughts on the lessons that other leaders can learn about humanity, apology and integrity. *Jane isn't her real name, and we've disguised her voice. Like many complainants, fear of retaliation means she wanted to speak anonymously.

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"Human Resources (HR) are here to help." That’s what most people will be told when they join an organisation - that Human Resources are the first port of call if they should ever witness or experience workplace incivility, bullying and harassment.

But how does it feel when someone “on the inside” in HR, has to go through their own process and raise a bullying complaint?

In this first episode of a two part series, we look at the experience of a committed HR professional who found themselves on the wrong side of bullying - and became a target themselves.

It’s a personal story of dedication and good intentions that turned into complaint process failures, delays, investigative mistakes, psychological and physical illness, and institutional betrayal.

Everything that an organisation’s response to workplace bullying shouldn’t be.

Would you like to know more?

Visit priceperrott.com for this episode's show notes and sign-up for exclusive subscriber-only content and analysis.