Workplace bullying is a serious problem, requiring action be taken by executives and management. A truly inclusive workplace culture should preclude bullying, and cruel and damaging behaviour should not be tolerated by anyone with a commitment to diversity and acceptance, regardless of position.
DiversityInc’s executive editor, Barbara Frankel, wrote an article about how to combat bullying in the workplace, available here. Clear goals and policies related to diversity and inclusion will help to make it obvious that any sort of bullying is unacceptable. Organizational values should be prominently posted and supported by leadership. In larger organizations, employee resource groups are useful in addressing and defending against bullying, as they can communicate with executives and help come up with likely solutions.
Diversity training can help to fight and prevent bullying, as can mentoring. Mentors and mentees should share some qualities and characteristics and differ in other areas. Colleagues with different experiences should have the opportunity to get to know and understand each other. The final point that Frankel makes is that it is essential to address bullying head-on, promptly, and definitively. Management should understand which local laws apply in a situation and determine appropriate consequences for intolerant behaviour. If bullied employees feel defended and respected, they can in turn help to support others and contribute to an inclusive workplace.