DAPHNE – Programme 2003/04Mobbing in Workplace
DAPHNE – Programme 2003/04
Status Report on Mobbing in the Workplace in Sweden
By Kvinnoforum
Sweden, June 2004
Content
2. Methodology......
3. Definition of mobbing in the workplace within the Swedish context......
4. Situation and incidence of mobbing in the workplace in Sweden......
4.1 Background
4.2 Types of mobbing
4.3 Reasons behind the incidence of mobbing
4.4. Incidence level of mobbing
4.5 Risk groups for mobbing in Swedish society – measuring the gender divide
4.6 Company profile/professional group with highest incidence for mobbing
4.6 Authorities addressing mobbing in Sweden
4.7 Conclusion
5. Aspects for addressing mobbing in the workplace in Sweden......
5.1 Legal aspects
5.2 Criminalization
5.3 Social aspects
5.4 Psychological support and rehabilitation
5.5 Awareness and educational aspects
5.6 Conclusions
6. Prevention and civil society mechanisms to mitigate mobbing in the workplace......
6.1 The role of the media
6.2 Political action and commitment
6.3 Awareness and mitigation campaigns
References......
Annexes......
Literature list (Bibliography) on mobbing in the workplace (Swedish and English titles)
List of institutions addressing mobbing in the workplace in Sweden
List of organizations addressing mobbing
Svenskt Näringsliv
List of Web portals addressing the phenomenon of mobbing in general, and mobbing in the workplace in particular
List of Acronyms:
ABFABF
AFSThe Swedish National Board of Occupational Safety
AFAUmbrella organization for AFA livförsäkringaktiebolag (lifeinsurance), AFA sjukförsäkringaktiebolag (group health insurance) and AFA Trygghetsförsäkringaktiebolag (no-fault liability insurance)
AVThe Swedish work environment authority
LOThe Swedish Trade Union Confederation
PTKThe Federation of Salaried Employees in Industry and Services
SKTFSwedish Union of Local Government Office
SACOThe Swedish Confederation of Professional Associations
TCOThe Swedish Confederation of Professional Employees
1. Introduction
One of the most implicit phenomena that manifest a form of soft conflict situations in the workplace is mobbing. Apart from the diverse definitions of what mobbing constitutes it is usually a power situation where the mobbed is in a more fragile situation (power-delimited), while the mobber uses his conflated power to exercise different types of harassment, even violent harassment or acts against the other party. In addition to this it is important to note that the phenomenon of mobbing has important ramifications from a gender perspective, and especially for women. In view of the growing level of mobbing in the workplace, Kvinnoforum (Sweden), in partnership with Ambiente Cras (lead partner - Italy), University of Surrey (UK), and the International Training Center for Women (Netherlands) are implementing a project within the framework of the EU-Daphne programme (2003-04) dealing with the phenomenon. The project is entitled: MOBBING - Raising awareness on women victims of mobbing. And as the title purports it means to concentrate on the gender aspects of mobbing as a phenomenon, and more specifically the status of women victims of mobbing, as a risk group for higher incidence.
The main objective of the project is: to address the problem of mobbed women by contributing to raise the awareness of the problem at the European level and by exchanging good practices among countries which face the problem in different ways and with different methods. With this perspective in mind it is important to reach a congruent definition of mobbing. For the purpose of the project, a preliminar definition of the phenomenon was: frequent harassment, 'torment' or discrimination and exclusion at the workplace by colleagues and/or superiors over a relatively long period. It has very serious consequences on health as it can lead to psychic disablement and occupational diseases, depression and psychosomatic symptoms. And for the purpose of this paper a review of different definitions shall be forthcoming to ascertain commonalities and attempt to redefine mobbing in a more concrete way if possible.
2. Methodology
The study is to estimate the status of mobbing in the workplace with emphasis on gender based variation and the status of incidence of mobbing for women in particular. The methodology is to rely on the most recent documents and data produced on mobbing in the workplace by authorities and institutions addressing the phenomenon in Sweden. The need to ascertain the status of incidence is satisfied through the accumulation of available published data in formal documents or published reports. Secondary sources also include some of the published research on mobbing in the workplace, especially Swedish research to ascertain the Swedish paradigm in a narrower perspective.
3. Definition of mobbing in the workplace within the Swedish context
Various definitions of mobbing exist within the Swedish context. The distinction between definitions emanates from whether they are academically conceptualized or practically formulated by institutions addressing the phenomenon. For the benefit of this study various definitions shall be presented to ascertain the commonalties or recurrent patterns in the categorization of what mobbing actually entails.
In the Ordinance of the Swedish National Board of Occupational Safety and Health containing Provisions on measures against Victimization at Work (AFS 1993:17) mobbing is referred to as victimization at work, while victimization is defined as:
“By victimization is meant recurrent reprehensible or distinctly negative actions which are directed against individual employees in an offensive manner and can result in those employees being placed outside the workplace community” (AFS 1993:17, page 3).
This is the current basic definition used by most institutions in Sweden addressing the phenomenon of mobbing in general. Other variants across the categorization of mobbing may exist but the idea of victimization is central. The Swedish Trade Union Confederation (Landsorganisationen, LO) has also taken this definition as central while distinguishing for example sexual harassment as a type of mobbing which configures also a working environment and gender equality problematic (LO: 2002).
While in a programme administered by AFA[1] insurance company on behalf of LO, The Federation of Salaried Employees in Industry and Services (PTK) and The Confederation of Swedish Enterprise
(Svenskt Näringsliv) under the name ‘better working environment and health’, various definitions have appeared. One of the definitions used specifies mobbing as:
“An unidentified lasting harassment relation where the greater part of all characteristic are asymmetrical” (Eriksson, Björn. "Mobbning - En sociologisk diskussion", Örebro Universitet, 2001).
The definition used by Eriksson is an academic description of the phenomenon of mobbing, while in trying to categorize the phenomenon the source clarifies that mobbing is represented by a series of harassment(s) that take place over longer periods of time. By asymmetric is meant that mobbing is distinguished from other conflicts through the power relation between mobber and mobbed. Where the former, is usually in a stronger, or more power-laden position in the conflict situation than the latter. Mobbing may however be distinguished according to this categorization from other phenomena such as discrimination, built on single events, and outstanding categorization of the discriminated against.
Gunilla Björk (1995) defines mobbing as a series of insults. Every insult is a way of saying that the person is not competent. The incompetence making of a person is part of the game, presently played, to which certain rules are ascertained. To become one of the players one has to adhere to these rules. The game is about increasing one’s space for action, and reflects the different power position, which are present at any specific moment. An increase of ones space for action is an increase of power. If the leadership is lacking, the risk of power takeover from an individual or a group is greater, this creates the kind of climate that promotes the flourishing of mobbing (
Gunnar Höistad (1994) separates between 1) psychological mobbing 2) verbal mobbing 3) physical mobbing. Mobbing occurs when a group harasses one or several persons. Sometimes a single person may conduct mobbing against an individual. Therefore the definition is concluded to be “When one person is systematically exposed to mobbing by one or many”(Ibid).
Karl Ljunström (1992) defines mobbing as when “a person is subjected by other persons to repeated and systematic harassment. It is also mobbing when a person is systematically “excluded” by other persons”(Ibid).
For Anatol Pikas (1975), “mobbing is a conscious, non-legitimate physical or psychological attack(s) and/or exclusion from the fellowship, which is directed towards an individual whom is in an inferior position, by a group, who’s members reinforce one another’s behavior in interaction with one another”(Ibid).
4. Situation and incidence of mobbing in the workplace in Sweden
4.1 Background
Harassment, rejection, and insulting treatment in the workplace originate from a bad organizational culture. An institutions’ reductions, reorganizations and staff turnover affect the comfort and fellowship within it, with alarming result that individuals get caught in between (SuntLiv.se, Kränkningar – tecken på ..)
Mobbing and harassment often lead to long-term sick leave. Research shows that mobbing is an increasing phenomenon, among men as well as women. In 2001 the Arbetsmiljöverket – AV (working Environment Authority) concluded an investigation, showing that 9 % of the men and women had been exposed to personal persecution (mobbing) from fellow-workers or chiefs, at least once, during the last 12 Months. Between 1998 and 2001 the reports on mobbing grew enormously, among men the increase was 60 % and among women close to 90 %. In spite of the increase reported for men, the percentage for women remained higher. The work sector involving social services to an external beneficiary (such as care-taking, health and medical services, and education) is occupied mostly by women and stands alone for 60 % of the reports (Arbetsmiljöverket – Nr 1.2003). The presence of mobbing or other kinds of insulting treatment is considered a very serious situation, since it is a very significant sign that the work environment is poor and severely lacking (E. Ström (2002) and Thomas Jordan. Konflikter på arbetsplatsen).
4.2 Types of mobbing
Types of mobbing include but are not exclusive to:
-Defamation, biased blame and criticism, insulting and personal attacks
-Withholding access to information, a worsening of the working conditions and lack of appreciation.
-Be frozen from the rest of the members of a group.
-Collecting name lists against an individual, sabotage, stalking and anonymous letters
(SKTF, I stormens öga, p.4).
Mobbing is also represented at a more serious level of abuse by physical actions such as threats, blackmailing, sabotage and pure violence. But very often mobbing is about less drastic but still tangible insults, as defamation, slander, control, to be less valued, become freezed out and socially isolated. In daily work it is common that mobbing exists within the frame of the organization, in the context of involuntary replacements, limited assignments, systematic denial of time off and competence development (Vad är mobbning,
4.3 Reasons behind the incidence of mobbing
Most scientists nowadays exclude the explanation of different personalities to be the reason for why some people is exposed to mobbing. The background to mobbing is furthermost due to bad work environment and incompetent leadership. Mobbing is evoked by stress, where large workload gives a sense of being inadequate, which is easily projected on others – someone becomes the “black sheep”.
Mobbing can also be caused by unclear areas of responsibility and badly defined work goals. The lack of leadership creates informal authorities and rules. The person being mobbed has very seldom broken any written rules or neglected his or hers job, they have more likely defied invisible boundaries or those in power at the workplace. That is why the mobbers very seldom can put the finger on what the mobbed person actually did wrong. This is also why the conflicts are so difficult to solve (Vad är mobbning,
Monica Lundqvist, Swedish occupational therapist and mobbing expert, decided a couple of years ago to research and learn more about the mobbing problem. She is today convinced that mobbing causes a lot of the sick-listing in the work area of medical service (within the public sector). According to her,
Reductionsand reorganizations have created an unhealthy competition, where personnel are constantly exposed to measuring and evaluation. But there is no consequence analysis of the changes….At the same time the structure is outdated and unsuited for performing follow-ups on ‘why there is a high percentage of staff turnover and absence due to sickness’. That is why mobbing can go on for ten years without anything being done. In the private sector one would never allow such waste of resources (När gruppen blir sjuk,
4.4. Incidence level of mobbing
One fourth of all sick-listed reports in 1999 were caused by social or organizational factors that were related to mobbing or harassment. Sexual harassment and mobbing is the second most common occupational injury[2]. Between 1996 and 1999 the reported cases of mobbing increased from 350 to 840, which is an increase with 140 percent. Even though the number of reported cases are relatively low, one
can discern a high tendency, based on the increase of reported mobbing cases and the relationship between the sexes (
Between 1997-2001, according to the Swedish work environment authority (Arbetsmiljöverket - AV), about 100,000 reported work sick leave took place. Out of the total, 24% were due to mobbing and harassment, with a corresponding 26% for women and 20% for men according to table 4.4 (a) which illustrates the categorization of mobbing as the second largest reason for sick leave during the annotated time-period.
Factors cited for work sick leave / Women % / Men % / Total %Large work load, Stress / 57% / 64% / 59%
Mobbing, exclusion, hrassment / 26% / 20% / 24%
Insufficient support, bad management and guidance / 18% / 12% / 17%
Lack of personnel, low staff levels / 17% / 11% / 15%
Reorganization / 15% / 13% / 15%
Conflicts, cooperation problems / 11% / 7% / 10%
Exaggerated responsibilities / 8% / 6% / 7%
Overtime work / 6% / 10% / 7%
Table 4.4(a) source: Swedish Work Environment Authority Fact sheet No. 4.2002
Diagram 4.4(b)
Under 2001 alone around 26,500- work sick leave reports have been filed. About 250 cases were due to mobbing and harassment. In addition to this, three fourth of reported mobbing cases were by women, the total number of cases rising greatly between 1998 and 2001. The increase was by 60% among men, and 90% among women.
Diagram 4.4(b) illustrates the overall increase in mobbing (and harassment) reports over the period 1994.2001, where the percentage for women is much higher than for men as mentioned earlier.
4.5 Risk groups for mobbing in Swedish society – measuring the gender divide
To try to ascertain whether if there is a gender divide in the incidence of mobbing in Sweden this report relies on data accumulated over the period from 1997 to 2003. The first set of data corresponds to work related problems resulting from mobbing (table 4.5 (a)).
Table 4.5 (a) Percentage of those affected by work related problems according to gender (1997-2003)
M / F / M / F / M / F / M / F / M / F / M / F / M / F
Work related problems in relation to:
mobbing, harassment / 0,1 / 0,4 / 0,1 / 0,4 / 0,2 / 0,5 / 0,2 / 0,5 / 0,2 / 0,4 / 0,2 / 0,6 / 0,3 / 0,5
Source: Statistics Sweden ( scb.se) – M= Male, F= Female
As may be noted from table 4.5 (a) there has been a steady increase in work related problems in Sweden as a result of mobbing and harassment. This increase has been steadily larger for women than for men where in 2003 the average percent for men was 0.3 in comparison with 0.5 for women.
In relation to the psychosocial problems related to work, the data for 2001 (table 4.5 (b)) represents a higher percentage for women in relation to men in particular instances only. For example in case of conflicts in the work place with directors or colleagues the men reported more levels of incidence, while for conflict with other persons outside the work place such as clients etc. women represented a higher incidence of conflict. In case of mobbing men reported higher levels, while women reported a higher incidence for violence and threat of violence; sexual harassment; and harassment based on gender.
Table 4.5 (b) The psychosocial work environment: percentage of affected according to gender and age group
M / W / M+W / Men in age / Women in ageHigher levels in Bold / 16-29 / 30-49 / 50-64 / 16-29 / 30-49 / 50-64
Conflicts/arguments in the workplace with Chiefs
Once during the last 12 Months / 32,6 / 24,8 / 28,9 / 35,6 / 35,2 / 27,0 / 25,8 / 27,5 / 20,3
A couple of times during the last 3 Months / 12,5 / 8,8 / 10,8 / 16,2 / 13,8 / 8,6 / 10,4 / 10,1 / 6,0
Fellow-Workers
at least once during the last 12 Months / 34,6 / 33,0 / 33,8 / 35,0 / 39,3 / 27,3 / 33,2 / 36,9 / 26,9
at least a couple of times during the last 3 Months / 13,9 / 12,0 / 13,0 / 16,1 / 15,8 / 9,7 / 13,6 / 14,1 / 8,1
Other persons (e.g., patients, customers etc.)
at least once during the last 12 Months / 32,9 / 35,7 / 34,2 / 33,9 / 35,8 / 27,8 / 43,4 / 36,1 / 30,9
at least a couple of times during the last 3 Months / 16,5 / 18,3 / 17,3 / 19,0 / 18,0 / 12,8 / 25,0 / 18,7 / 14,0
Violence or violent threats
at least once during the last 12 Months / 9,5 / 17,3 / 13,3 / 12,2 / 9,6 / 8,0 / 18,2 / 18,3 / 15,5
at least a couple of times during the last 3 Months / 4,7 / 8,4 / 6,5 / 6,0 / 5,3 / 3,2 / 10,2 / 9,1 / 6,4
Personal persecution (mobbing) from chiefs/fellow-workers
at least once during the last 12 Months / 9,0 / 8,9 / 9,0 / 8,1 / 9,7 / 8,5 / 7,4 / 9,4 / 9,0
at least a couple of times during the last 3 Months / 3,7 / 3,2 / 3,5 / 4,5 / 4,1 / 2,6 / 2,4 / 3,7 / 2,9
Sexual harassment’s from chiefs/fellow- workers
at least once during the last 12 Months / 0,8 / 2,1 / 1,4 / 1,3 / 0,9 / 0,4 / 4,4 / 2,1 / 0,8
at least a couple of times during the last 3 Months / 0,4 / 0,6 / 0,5 / 1,3 / 0,3 / 0,1 / 1,2 / 0,6 / 0,3
Harassment’s based on sex chiefs/fellow-workers
at least once during the last 12 Months / 2,9 / 10,1 / 6,3 / 3,8 / 2,9 / 2,4 / 14,7 / 10,3 / 7,3
at least a couple of times during the last 3 Months / 1,1 / 4,4 / 2,7 / 2,0 / 1,0 / 0,8 / 7,1 / 4,3 / 3,2
Sexual harassment’s from other persons
at least once during the last 12 Months / 1,4 / 6,3 / 3,7 / 2,3 / 1,6 / 0,5 / 10,6 / 7,1 / 2,7
at least a couple of times during the last 3 Months / 0,6 / 1,7 / 1,1 / 1,7 / 0,5 / 0,0 / 3,1 / 2,1 / 0,5
Source: Statistics Sweden (
4.6 Company profile/professional group with highest incidence for mobbing
Most of reported mobbing cases between 1998-2001 came from sectors working heavily with personnel or client interaction. These included also work areas where the representation of women in the workplace was greater, such as social and Welfare services, health services, educational services..etc. For further illustration table 4.6(a) draws attention to the different professional categories and frequency level of mobbing reports filed per category. It is noticeable however that the ratio is higher for women in comparison to men in most cases.
Professional Groups and corresponding number of Reports for year 2001 / Number of reportsManagers, Directors / 44
Engineers, technical personnel / 37
Police / 19
Office personnel / 101
Preparatory and high school teachers / 94
Kindergarten teachers, leisure instructors / 67
Child nurses / 58
Social secretary / curator / 33
Nurses / 62
Under nurses / 123
Care takers, personal assistants / 188
Apartment building caretakers / 22
Hotel and office cleaners / 25
Restaurant and supermarket personnel / 46
Table 4.6 (a) Source: Swedish Work Environment Authority Fact sheet No. 1.2003
Mobbing and harassment cases lead usually to long sick leave periods. The total number of sick leave for cases reported in 2001 were about 250 days for men and about 210 days for women. This is an obvious increase with reported cases and sick leave time for earlier years.
4.6 Authorities addressing mobbing in Sweden
The employer has the main responsibility to adjust and maintain a healthy work environment, in addition to addressing work environment issues of different kind. It is in the employers’ obligation to investigate, take measures and to mitigate the incidence of mobbing in the workplace. It is also the employers’ main responsibility to support the person who has been exposed to mobbing.