The Industries Most at Risk for Bullying
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highriselegalfunding.com/research/the-industries-most-at-risk-for-workplace-bullying/
Workplace bullying continues to be a relevant problem, with over a third of employees across
industries reporting being bullied. Defined as repeated, unreasonable behavior that poses
risks to health and safety, workplace bullying manifests as verbal abuse, cyberbullying, social
exclusion, and sabotage.
While it can occur in any sector, the industries most at risk for bullying are those with rigid
hierarchies and high-pressure environments. The rise of remote work post-pandemic has led to
increased attention on this issue, with over a third of remote workers reporting experiences of
bullying, often via digital channels.
As employment law pre-settlement loan providers, we engage with clients across various
sectors and have witnessed firsthand the intrusive nature of workplace bullying. Our data-driven
study shows the disruptive bullying on victims’ lives and the overall workplace environment.
Workplace bullying is repeated, unreasonable behavior directed towards an employee or group
of employees that creates a risk to health and safety. According to a 2024 study completed by
the![]()
Workplace Bullying Institute, 52.2 million (32.3%) workers have been directly bullied at work.
The four main types of bullying are:
●Verbal: Verbal bullying in the workplace involves the use of words to intimidate, degrade,
or belittle an employee, creating a hostile work environment. It includes behaviors such
as insults, threats, name-calling, excessive criticism, sarcastic remarks, and spreading
false statements.
●Cyberbullying: This involves the use of digital communication tools to harass,
intimidate, or demean an employee. Common examples include sending threatening
emails, spreading harmful rumors through messaging platforms, or posting derogatory
comments on professional networks.
●Social exclusion: Deliberately isolating or ignoring an employee to undermine their
sense of belonging and professional contribution is a form of bullying. The victim might
be excluded from meetings, team activities, decision-making processes, or informal
social interactions.
●Sabotage: This occurs when an individual deliberately undermines a colleague’s work or
professional success. This can include actions like withholding critical information,
intentionally providing incorrect instructions, disrupting projects, or damaging tools and
resources needed to complete tasks.
The abusive behavior can be overt, like public humiliation, or covert, such as spreading rumors.
Workplace bullying typically involves a power imbalance where the perpetrator exerts control
over the target. It typically occurs from boss to employee; however, it can also occur between
co-workers.
Workplace bullying can occur in any industry, but certain sectors face a heightened risk due to
their structural and operational dynamics. For example, industries with rigid hierarchical
structures may create an environment where authority figures can exploit their power and
mistreat subordinates.
Factors that foster a toxic work environment and increase the likelihood of bullying include:
●Rigid hierarchical structures
●High-pressure environments
●Frequent interpersonal interactions
●Lack of clear communication
●Unbalanced workloads
●Authoritarian leadership styles
●High employee turnover
●Limited career advancement opportunities
The industries most affected by workplace bullying are retail (60%), healthcare (30%-60%),
hospitality (38%), education (32%), and technology/IT (30%).
Contrary to the belief that remote employees are less susceptible to workplace bullying, the![]()
bullying in their work environments. This data challenges the notion that physical distance from
the workplace diminishes the risk of negative interpersonal interactions.
Bullying in remote settings often occurs through various digital channels. Virtual group meetings
can become platforms for exclusionary behavior or inappropriate comments, while private
messages and emails may be used for harassment or intimidation. These forms of bullying are
just as damaging as traditional face-to-face interactions.
A striking 71% of workplace bullies are male, indicating a significant gender disparity in bullying
behavior. Among the victims of workplace bullying, 51% of women report experiencing it,
compared to 46.5% of men. Non-binary individuals report the lowest incidence, at just 6%, likely
due to their smaller representation in many workplaces.
The data we analyzed shows important racial differences in experiences of bullying. African
Americans report the highest bullying rate at 44.3%, highlighting the need to address racial
issues in the workplace. Hispanics follow at 33.5%, White individuals at 30.1%, and Asian
individuals at 25.9%.
When examining bullying through the lens of sexual orientation, 51% of LGBTQ individuals
report being bullied, a significantly higher rate compared to 31% of heterosexual individuals.
This disparity indicates that LGBTQ employees face unique challenges and risks in the
workplace, requiring targeted policies to create a more inclusive work environment.
Workplace bullying can have severe and far-reaching consequences for both individuals and
organizations. As a legal funding provider for employment law cases, we have seen how
pervasive bullying is across industries.
The most common consequences of bullying at the workplace include:
●Physical effects: Victims of bullying often experience various physical symptoms,
including chronic headaches, heightened cardiovascular risks, and sleep disturbances.
These issues can lead to increased absenteeism, as affected employees may require
time off to manage their health concerns.
●Mental effects: The psychological toll of workplace bullying can be profound,
manifesting as depression, anxiety, and chronic stress. In severe cases, individuals may
develop post-traumatic stress disorder (PTSD), impacting their ability to function
effectively in the workplace.
●Productivity impact: The repercussions of bullying extend to workplace dynamics,
resulting in decreased morale among employees. This can lead to increased turnover
rates as individuals seek healthier work environments. Also, the overall efficiency of the
team may decline as bullying fosters an atmosphere of fear and disengagement.
As organizations adapt to flexible work arrangements, the dynamics of workplace interactions
have shifted, potentially aggravating issues related to bullying. The data-driven insights of our
experienced team of![]()
![]()
employment law loan providers reveal how bullying can lead to significant
mental health challenges and a decline in overall employee productivity and engagement.
The widespread impact of bullying extends beyond individual victims, affecting team morale,
organizational culture, and, ultimately, business performance. As companies strive to create
supportive environments and retain talent in a competitive labor market, addressing workplace
bullying has become essential for promoting a healthy and productive workforce.
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Author: David Keech
David Keech is a retired teacher and works as a sportswriter, sports official and as an educational consultant. He has reported on amateur sports since 2011, known as 'KeechDaVoice.' David can be reached at keechertheteacher@gmail.com
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