The occurrence of workplace bullying and harassment in variousforms is unfortunately nothing new, and this naturally applies to seafarers as well. Despite this, #metoo became an eye-opener for many when it became clear how extensive these issues are on board and the severity of the cases that occur. Victims of bullying and harassment often suffer physically and mentally and may develop long-term health problems. Additionally, the social isolation on board can make it even more difficult for affected individuals to receive support from family and friends when such incidents occur.

Even though the symptoms of workplace bullying and harassment are primarily visible in the individual, it’s important to remember that preventive efforts need to encompass the organizational and social work environment. Deficiencies and ambiguities in the organization, uncertainties about roles and responsibilities, managers lacking sufficient knowledge and resources, high workloads, and a workplace climate that tolerates a harsh tone and offensive banter are some well-known factors that need to be addressed.

So, what should one do in practice? A system needs to be questioned to function and evolve, and therefore, we need to rock the boat. This means that we need to become better at challenging existing structures and work methods and learn to ask new questions. Both employees and managers need to become better at clearly demonstrating their disapproval when incidents of workplace bullying and harassment occur. Employees can do so by not passively stand by if something happens but instead speak up and offer support - we call it crew courage. Managers must lead the way in defining what is acceptable and actively investigate the work environment, identify risk factors, and take early action on warning signals.

Here, we share what you can do to contribute to a good organizational and social work environment free from workplace bullying and harassment. These tips are based on a research project conducted at Kalmar Maritime Academy, Linnaeus University, during 2019-2021. The project was funded by AFA Försäkring. These examples have been gathered through a systematic literature review and in dialogue with many individuals with various backgrounds and experiences. All results and a more detailed description of the methodology can be found in the final report Praktiskt arbetsmiljöarbete för en jämställd sjöfart, by Cecilia Österman and Magnus Boström at Linnaeus University. This report and other publications are available at intejobbadumt.se.