I recently made a complaint to HR about being bullied by my manager in the form of being set up to fail. I am in a same-sex relationship, and they also made insulting remarks about this. After I asked them to stop, they gave me a poor performance review.

When I approached HR, they were initially praising me for having the courage to speak up and for providing them with so much written evidence. They also said that they would investigate the matter. At the end of the investigation, I was called into a meeting. The HR person said the homophobic comments could not be substantiated as they were made in private, before commenting to the effect that the idea of me being set up to fail was all in my head and that the performance review was valid. Another manager in the meeting blamed me for having the audacity to put my manager’s job on the line.

Why is it with all the whistleblower protection and anti-victimisation laws in place that HR continues to protect the employer at the victim’s expense, even when being presented with written evidence?

If the organisation has good processes, their managers should be educated about appropriate workplace behaviours.Credit: John Shakespeare

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