How do companies publicly address bullying versus their internal practices?

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Companies Publicly Condemn Workplace Bullying While Often Tolerating It Internally

Despite widespread public condemnation of workplace bullying and affirmations of respect and care, such behaviour often persists within organisations. This contradiction stems from the reality that intimidation tactics are frequently rewarded when they contribute to increased profits and the achievement of key performance indicators. While companies may publicly commit to fostering positive environments, internal practices can fall short, particularly when high-performing individuals or departments are involved.
Bullying Behaviour is Rewarded for Profitability

The persistence of corporate bullying is primarily attributed to its perceived profitability. Intimidating behaviour, such as shouting, gaslighting, or making threats, is often tolerated because it is seen as effective in driving results and maintaining positive performance metrics. This approach is rooted in a form of "cold capitalism" where the immediate financial gains derived from aggressive tactics outweigh concerns about employee well-being.
HR Departments May Avoid Investigations Due to Senior Management Directives

Human resources departments may refrain from investigating or disciplining individuals who engage in bullying when instructed to do so by senior management. The rationale behind these directives is often that the identified bullies generate significant revenue for the company. Consequently, HR's ability to address bullying is compromised when there is pressure from higher levels of leadership to overlook such behaviour.
Tolerance Persists Unless Drawbacks Outweigh Benefits

Instances of bullying are typically addressed or a bully is disciplined or terminated only when there are no significant negative consequences associated with their departure from the company. Alternatively, action may be taken if the negative publicity surrounding the bullying becomes so severe that it compels the organisation to intervene. This suggests that external pressures or the absence of substantial business risks are often preconditions for addressing internal bullying issues.
Malaysia Criminalises Severe Workplace Bullying and Harassment

In Malaysia, legislative changes have criminalised severe forms of workplace bullying and harassment. Amendments to the Penal Code and Criminal Procedure Code, effective from July of the previous year, now classify serious psychological abuse and digital harassment as criminal offences. This legal reform elevates certain egregious acts of workplace misconduct from internal HR matters to the purview of the criminal justice system.

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How do companies publicly address bullying versus their internal practices?

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