David Lillis: Workplace Bullying and the Education and Workforce Select Committee

Recently I published a submission that I had made on the Health and Safety at Work Amendment Bill and indicated that I had asked to make a related verbal presentation to the Education and Workforce Select Committee (Lillis, 2026). The 5-minute presentation, given on 30 March, covered workplace bullying. See:

David Lillis: A Submission on the Health and Safety at Work Amendment Bill

The public can influence New Zealand’s laws by making submissions on a range of Bills that are intended to enhance our laws (see New Zealand Parliament, 2026). Submissions are made online in two parts – My Comments and My Recommendations. Here is a slightly amended version of my own submission on the Health and Safety at Work Amendment Bill which aims to improve the Health and Safety at Work Act 2015. I have asked to make a verbal presentation on this submission.

Dr Ursula Edgington: Bullying in New Zealand: an Educationalist’s Perspective

In a Breaking Views article Jan 21^st 2025, “Bullying at New Zealand Universities?” David Lillis raises legitimate concerns about academia’s toxic workplace environment. 

In this short article, I argue that bullying isn’t unique to New Zealand, nor to our Higher Education sector. Furthermore, bullying is only a symptom; it’s the root cause of bullying that needs our urgent attention. I end with a practical suggestion for how each of us can help enact positive change.

David Lillis: New Zealand’s Universities - Bullying and Other Issues

Bullying at Our Universities

Over the last few years we have exposed bullying in many workplaces across New Zealand, especially in our public service (see Lillis, 2021 - 2024). Unfortunately, we hear reports of continuing bullying at our universities, sometimes linked with re-direction of mission statements and strategic plans and the indigenization of the universities. Those who speak out against such measures are at risk of loss of career advancement or even their employment.   

Kerre Woodham: Workplace bullying or crossed wires?

The report out that workplace bullying is costing the country in terms of productivity and lost earnings is nothing new. Bullying and harassment are conservatively estimated to cost employers $1.5 billion a year, according to a new study by KPMG, published for Friday's Pink Shirt Day.

David Lillis: Anti-Workplace Bullying Representation in New Zealand

Last month I conducted a short survey of anti-workplace bullying representation (advocacy) in New Zealand. A total of 87 people completed the survey which was designed to be answered very quickly and involved only eight questions. Respondents’ email accounts and IP addresses were and remain unknown to me as the researcher and thus individual responses are both anonymised and confidential.

David Alexander Lillis: Exposing Workplace Bullying in New Zealand - Part 2

Instilling Trust and Confidence in the Public Service

The Public Service Commission has published a web-page, stating that international rankings and research conducted in this country show that trust and confidence in public servants is crucial if they are to operate effectively within our communities (Public Service Commission, 2022). The relevant web-page notes that public service values, such as integrity, fairness and openness, are strong predictors of public trust and that integrity is its single largest driver. In addition, the competence of the public service is critical. It must be responsive and reliable, as well as anticipate new needs.

David Alexander Lillis: Exposing Workplace Bullying in New Zealand - Part 1

Bullying and other harmful behaviours are tremendously damaging to employees, witnesses, and organisations. For employees, recognised effects include anxiety, depression, poor productivity and difficulty changing jobs. If left unaddressed, witnesses are fearful and get the message that these behaviours are acceptable. They learn not to speak up and avoid the risk involved in raising the concern. Organisations suffer from demoralisation, high turnover, reputational risk, lessened productivity and collaboration. Plimmer, Haider and Zhou (2023) 

Dr David Lillis: Sorry - but “nga Mihi” isn’t good enough!

 

The Bullying has to Stop

Earlier this year I wrote an article for BreakingViews on workplace bullying (Lillis, 2022). I composed that article on the basis of interviews with over sixty people who had experienced or observed bullying and, at the time, I felt that I had said all that I needed to say on the matter. Unfortunately, since then I have spoken to several additional people who have informed me of negative workplace experiences, especially in the Public Service, so that there is more to be said. The Public Service Association states that bullying is common within the Health and Education sectors in particular, and interviewees within the nursing profession assure me that it is very pernicious there too. Apparently, it is available in many places across all sectors.

It is clear to me and many others that, despite media exposure over more than twenty years, we still have a significant workplace bullying problem in New Zealand. Apart from reading published research and many media articles, and watching television and radio panel discussions on bullying, I have seen it done to others several times across different organizations.

David Lillis: Workplace Bullying in New Zealand

Dr. Geoff Plimmer’s Lecture and my own Observations

Recently (21 April, 2021), the Royal Society of New Zealand Wellington Branch hosted a public lecture and discussion of current research on workplace bullying by Dr. Geoff Plimmer, senior lecturer at the School of Management, Victoria University of Wellington.

I invited Dr. Plimmer to give this lecture because I have met many people who have indicated dissatisfaction with their working environments here in New Zealand. Many appear to have been managed out or otherwise encouraged to leave, but I do not know the precise details of every case. I have requested and received information under the Official Information Act (OIA) on non-disclosure agreements (Settlement Agreements) from various organisations within the Public Service, but was independently aware of certain agreements with former staff of various organizations.