Even though I had worked for the organisation for 15 years, I was initially taken aback at the lack of truthfulness surrounding the whole bullying situation and its ramifications. Readers of my blog will know that the bullying manager steadfastly lied about the bullying and manipulated 2 of my colleagues into lying for him; my final line manager decided to find out about me from a relative, broadcast what he was told and then lie about it.  Then there was the online bullying from two relatives.

There was also the former senior manager who decided he was not going to be “dictated to” by someone of my grade.  He therefore refused to agree to my request to move from the main office after I had several times expressed my unhappiness at being returned to the same room as the bullying manager.  This left me with the only option of resigning to escape the situation.  An employment law barrister subsequently advised me that under the circumstances refusing my reasonable request to move amounted to Victimisation under the Equality Act 2010.

Some years ago I saw someone who became a manager grab a woman by the shoulders, slam her against the wall of one of the office stairwells and appear to threaten her verbally. I also know of 2 people he was alleged to have bullied (one when he was at the lower end of his promotion path in the civil service, and the other when he was a middle manager). Not only did he retain his job but he was promoted several times after this.

I know that a local man (not a civil servant) was threatened.  I did not instigate this, although it was rumoured that I had.  I also heard a brief discussion about having someone close to me threatened after I had handed in my notice.

Then there is the former colleague who gossiped about me to my neighbours – which led to one of them deciding to be awkward with me to see how I would react.   This situation has persisted for well over 3 years during which he also spread untrue gossip to discredit me.  After what he considered to be a perceived insult to his wife he decided he was going to “get” me when things had died down.  He attempted this at the time by threatening behaviour when driving his works van.

Further online abuse followed.

Something I have learnt from this prolonged period of nastiness is that if someone fights back against a bully, the bully will often present him or herself as a victim (or just lie). Some of those I encountered tried to excuse their behaviour in various ways by:-

• blaming other managers
• saying that I just need to “get over it” [which would get them off the hook]
• just conveniently “forgetting” what they did and lying through their teeth about it
• saying that they had “pandered” to me for long enough
• suddenly discovering they need treatment for mental health issues
• saying they wish they had not got involved because I used to help them out and they don’t get anything now [nothing about regretting the harm done to me!]

The local family doctors all know of the health problems many employees suffer at this centre. The vast majority of employees there are decent people who just want to live their lives, maybe raise families, and be able to pay their bills.  The centre was originally based in my town because there are high levels of unemployment,  meaning residents have few options when it comes to a steady job.

There are clearly endemic problems in this office in the South East.  It has been suggested that I write a book.  I feel I could raise the debate on workplace bullying by writing one about the culture of this organisation, with contributions from those bullied or mistreated employees over the last 23 years who are willing to talk about their experiences.  This could be therapeutic for them; and identities would be protected. I have found that funding could be obtained for publishing the book.  [A Youtube channel dedicated to this subject might also be a possibility for those wanting to tell their story in their own words while suitably disguised.]  This could be a matter of public interest.

I have heard of other examples of inappropriate, unprofessional behaviour, including the 2 managers caught in one of the office elevators; and the one manager found with 2 women: these were rumours which persisted over the years.  There was also the manager chased across the car park by the husband of the woman he had allegedly sexually harassed, I did not witness this but have it on good authority that it happened.  These are just examples, I know of worse ones.

Shining a light on the culture of this centre could lead to the injection of some ethics, decency and honesty into the areas that need it.