Bullying is universal problem from the playground, to the classroom, to the board room.

You will find here the resources to help you stop bullying – whether you’re the perpetrator, the target, a bystander, a collaborator, or an upstander – these are designed to help you understand what’s happening and give you tools to make it stop.

Start with my special report: What YOU Can DO About Bullying

We offer specific services to address bullying in both classrooms and the workplace.

  • Professional Development Series.
    • Safe & Bully-Free Classrooms & Safe & Bully-Free Workplaces are the two 4-session training series consisting of 16 – 24 contact hours. The outcomes of the learning experience includes:
      • Clear, working definitions of bullying, the types, its behaviors, the roles of individuals and systems, and the statistics.
      • Immediately applicable strategies, tools, and resources for all roles.
      • The opportunity to experience, practice, and integrate the strategies and tools.
    • Safe & Bully-Free Communities is a shorter version of the above series. The goals are to provide families, communities, and organizations with an overview of the definitions, tools, and strategies. How much opportunity there is for practice of the tools is determined by the time allotted. The experience is designed to be no less than  90 minutes (very little practice) and can be up to 3 hours (includes practice opportunities).
  • K2K Community Programs. This is a kid2kid model where youth are trained as trainers of younger peers in the tools and strategies needed to successfully mitigate bullying and encourage positive school culture. Click for more information.
  • Safe Workplace Series. This is our anti workplace bullying and sexual harassment training series. We offer the information, tools and strategies to mitigate, prevent, and eliminate workplace bullying. The three part series includes the legal definition and impact, defines bullying & harassment within the context of power and language, and supports organizations in exploring policy, procedure, practice, and culture that creates, nurtures, and encourages respect and equity, making workplace bullying & harassment something that can’t take hold.

It is my goal you find something helpful here. Need something else? Contact us and let’s talk about what that might be.


Bullying is OUR Fault

With Respect’s Resources:

What YOU Can Do About Bullying

K2K: Kid 2 Kid. Kids learning how to be the trainers for their peers to eliminate bullying and improve school culture. This is a community based program.

       Defining Bullying. In the classroom and in the workplace.

Intervention & Prevention. They are different.

RESPECT downloadable

The following resources are categorized as stats and research first for youth and then for workplace.

Bullying Stats – Youth

  • More than one out of every five (20.8%) students report being bullied (National Center for Educational Statistics, 2016).
  • The federal government began collecting data on school bullying in 2005, when the prevalence of bullying was around 28 percent (U.S. Department of Education, 2015).
  • Rates of bullying vary across studies (from 9% to 98%). A meta-analysis of 80 studies analyzing bullying involvement rates (for both bullying others and being bullied) for 12-18 year old students reported a mean prevalence rate of 35% for traditional bullying involvement and 15% for cyberbullying involvement (Modecki, Minchin, Harbaugh, Guerra, & Runions, 2014).
  • 33% of students who reported being bullied at school indicated that they were bullied at least once or twice a month during the school year (National Center for Educational Statistics, 2016).
  • Of those students who reported being bullied, 13% were made fun of, called names, or insulted; 12% were the subject of rumors; 5% were pushed, shoved, tripped, or spit on; and 5% were excluded from activities on purpose (National Center for Educational Statistics, 2016).
  • A slightly higher portion of female than of male students report being bullied at school (23% vs. 19%). In contrast, a higher percentage of male than of female students report being physically bullied (6% vs. 4%) and threatened with harm (5% vs. 3%; (National Center for Educational Statistics, 2016).
  • Bullied students reported that bullying occurred in the following places: the hallway or stairwell at school (42%), inside the classroom (34%), in the cafeteria (22%), outside on school grounds (19%), on the school bus (10%), and in the bathroom or locker room (9%) (National Center for Educational Statistics, 2016).
  • 43% of bullied students report notifying an adult at school about the incident. Students who report higher rates of bullying victimization are more likely to report the bullying (National Center for Educational Statistics, 2016).
  • More than half of bullying situations (57%) stop when a peer intervenes on behalf of the student being bullied (Hawkins, Pepler, & Craig, 2001).
  • School-based bullying prevention programs decrease bullying by up to 25% (McCallion & Feder, 2013).
  • The reasons for being bullied reported most often by students include physical appearance, race/ethnicity, gender, disability, religion, sexual orientation (National

Research & References (Youth):

Other websites for youth bullying:

Workplace Bullying Statistics

  • 37% of the people who are targeted by bullies are considered to be “compassionate and kind” co-workers.
  • Only 6% of the targets of workplace bullying are aggressive.
  • 96% of American employees experience bullying in the workplace.
  • The percentage of bullies who have been after a specific target for a minimum of 1 year: 89%.
  • 54% of bullies have been bullying for more than 5 years.
  • 80%. That’s the percentage of bullies who are able to have a negative effect on 5 or more co-workers.
  • 62% saw sabotaging of others’ work or reputations as the primary form of bullying in the workplace.
  • Only 4% of co-workers saw assault or physical intimidation as the primary form of bullying, but psychological intimidation was noted 52% of the time.
  • 51% of employees say their company has a policy for dealing with bullies, but only 7% who are aware of a policy against bullying know of anyone who has ever used it.
  • Women [53%] are more likely to be bullies in the workplace than men [47%].
  • Bosses make up the majority of bullies.
  • 20% of recent survey responders reported that workplace bullying cost them upwards of seven hours a week of work.
  • $8,800. This is the amount of annual lost wages that workplace bullying costs a target on average.
  • Every target of a bully may lose up to 200 hours of productivity annually. If that targeted employee takes sick or vacation time, it may be a total of 400 hours of lost production to the employer.
  • In 2011, half of employees in a workplace survey said they were treated rudely at least once a week at their job. This was an increase of 25% from a similar survey in 1998.
  • Many workplace bullies also score high on tests of narcissism and self-orientation.
  • Less than a third of American employees say they’re engaged at work.
  • A survey conducted by Neuro Drinks found that only 9% of people say they’re happy at the office.
  • In Australia, the financial cost of workplace bullying is estimated to be as high as $13 billion per year.
  • There is an active bully in two-thirds of all workplaces. They are also more likely to be in some sort of authoritative position.
  • 100% of workers who indicated there was an active bully in their workplace also stated the actions of this person/persons was having a negative effect on staff morale.
  • Only 50% of people who see workplace bullying will report it, but 90% of people say that workplace bullying has a negative effect on the entire company culture.
  • 23.5% of those who indicated they had been bullied stated that the bully did not act alone and that there were others involved.
  • 72%. That’s the percentage of people who will leave a job because they’ve been bullied or witnessed bullying in the workplace.
  • Workplace bullying results in higher stress levels for 9 out of every 10 employees.
  • 16.6% of respondents to an Australian survey said that they had known of, or worked with a staff member who, after being targeted by a workplace bully, later committed suicide.

Workplace Bullying & Harassment Research


The Bully-free Workplace: Stop Jerks, Weasels, and Snakes From Killing Your Organization (2011) By Gary Namie, PhD & Ruth Namie, PhD. Hoboken, NJ: John Wiley & Sons. Available here .

The Bully At Work: What You Can Do to Stop the Hurt and Reclaim Your Dignity On the Job (2000, 2003, 2009) By Gary Namie, PhD & Ruth Namie, PhD. Naperville, IL: Sourcebooks. Second edition: Available here.


Use links below to access all study synopses & downloadable reports.