Humour and jokes have long formed a part of Australia’s cultural existence. In fact, you could almost argue that is undemocratic to not be able to have a joke.

But has this been lost to Australian workplaces with the continuing rise of workplace bullying claims? When does the humble workplace joke become bullying in the eyes of Human Resources Professionals (HRPs)?

I recently read a qualitative research paper on this very topic, so let’s get our heads around HRPs thoughts on the matter.

Why do Australians Use Humour?

According to the research, Australian’s use humour for a range of reasons, some that are shared across cultures, some more unique. This includes:

• To alleviate a sense of boredom from work tasks. During our cultural development, Australian work heavily relied on manufacturing and mining; tasks that were monotonous and/or in tough isolated conditions. Jokes and humour provided a break to this, becoming an established part of workplaces.
• To level the playing field of hierarchy. It’s not uncommon for Australian’s to tend to cut down tall poppy’s and those of higher status to an unequal level with irreverence and anti-authoritarianism.
• To cope in difficult situations. Humour and jokes can be used to alleviate stress and frustration. It can be used as a tool to channel hostility and conflict away from dysfunction at work.
• To be inclusive. “Taking the mickey” out of someone has been viewed as a ritual of inclusion and invitation to join the group.

That all sounds pretty good right? Who doesn’t want a happy, equal, low stress and inclusive workplace?

Unfortunately, all of the above have their negative aspects and impacts preventing you from creating an productive, safe and thriving workplace.

How do HRPs view their role in humour and workplace bullying prevention?

In the workplace, HRPs help workplaces to understand what is, and is not, acceptable behaviour at work. This is a vital aspect of keeping workplaces safe, healthy and effectively functioning. This includes providing guidance on when the workplace joke has gone too far. They advise, and sometimes act, on the fine line between our appreciation for a workplace joke and when it over-steps that line.

Their advice is informed by:

• Equal Employment Opportunity and Health and Safety legislationThe joke ceases to be funny when protected attributes (eg. race, gender, etc) is at the core of the humour. This is also the case when jokes takes on physical elements that create a risk of, or result in, harm. An example of this is male dominated industries with hazing rituals.The legislation’s focus on repeated behaviour in the definition is also important when it comes to identifying what is stepping over the line into bullying at work. For example, when employees speak up and refuse to accept the joke, the risk escalates for that employee becoming a member of the out-group, targeted with repeated negative behaviour that is harmful bullying.It is important to note that breaches of EEO legislation can be a single incident, so the repeated aspect does not apply.
• Hierarchy and PowerWhile positional power is not the only pathway to bullying with upwards bullying also being a workplace problem, HRPs acknowledged the role of hierarchy and positional base. Managers should be, and are, held to higher account and need to lead by example. They need to be mindful of this when they use humour and not use it in a way that puts an employee down. Non-obtrusive and light-hearted humour is viewed as a safe option in the use of jokes at work.Humour between peers at a same level was viewed as being less of a risk in certain circumstances because of an equal positional power balance.
• GenderGender of the joker was generally considered of no difference in whether to define behaviour bullying or not. It was acknowledged that jokes can come out of gendered stereotyping, but made no difference for HRPs in how behaviour was view when it crossed the line.

Is there a place for humour at work?

The responding HRPs acknowledged that Australians do like to have a joke. Our culture is somewhat laid back, and we don’t like to take ourselves too seriously. However, equally they acknowledged that we are a changing culture, with employees more likely to call out behaviours they perceive to be inappropriate more than before.

While HRPs must know the line, they acknowledged that all employees must know how to self regulate to ensure their jokes remain well within the line. This ensures jokes can remain part of the Australian workplace for years to come, but in a healthy and safe way.

What is vital is for all employees, HRP and otherwise, to know where the line is. Is that something you can confidently say that they do?

Note: References are linked in the above article