"We need to create the right environment where positive behaviours can occur," says @ProfTuckey. "Looking at organisational risk factors gives us a chance minimise and eliminate the problem at the source: this is reflected in the new positive duty on organistions."

When addressing bullying, we need to find out why it's happening in an organisation: "What kind of function is bullying serving in an organisation? Is it an expression of frustration? Is it about getting resources?"-@ProfTuckey at our webinar bullying as an organisational issue.

"Like bullying, the research shows that the strongest risk factors for #sexualharassment lie in the environemt rather than in people... It's used to push people out of their roles based on features like gender" - @ProfTuckey speaking at a SAGE webinar

What can we start to do about bullying & harassment as organisational problems? @ProfTuckey says: "Ask how can these behaviours take root." "Responses often focus on the behaviour itself: defining it, reporting, etc. But looking at the surface overlooks structural factors."

@ProfTuckey has spent 10 years identifying what the root causes or risk factors are for #bullying and #harassment in the workplace: She found 10 risk factors falling under - Working hours, leave and entitlements - Management of workload & performance - Relationships at work

Research with impact: A fascinating and helpful webinar today as @ProfTuckey presented on how organisations can proactively reduce workplace bullying and harassment by reducing psychosocial risks. Read more about her collaboration with @Teamgage here⤵️ teamgage.com/healthy-workpla…

Think bullies are just bad apples in the barrel? Actually, the main risk factors for bullying lie in the workplace, not individuals. In this webinar, @ProfTuckey tells us how to stop barrels from producing bad apples. 📅 6 July, 12:30 pm AEST 🎟️ Register: sciencegenderequity.org.au/e…