JPA Daily Buzz - Edisi 13/2025

page 3 undermining public trust and stakeholders’ confidence in the integrity and professionalism of the public service. Recognising the severity of the issue, the Penal Code (Amendment) (No. 2) 2024 now classifies bullying including cyberbullying as a specific offense under Sections 507B to 507G, with heavier penalties for cases leading to attempted suicide or death. This legal reform underscores the government’s firm commitment to eradicating the oppressive and inhumane culture of bullying in the workplace. Bullying Interventions Psychological interventions for bullying victims focus on emotional recovery and building resilience through counselling or therapies such as Cognitive Behavioural Therapy (CBT). Victims are guided to recognise negative thought patterns, rebuild self-confidence, and manage stress and emotions using techniques like mindfulness and assertive communication. Social support also plays a vital role in accelerating recovery and preventing long term psychological trauma. At the organisational level, interventions include implementing anti-bullying policies, establishing effective reporting channels, and conducting psychological awareness training to foster a safe and positive workplace culture. Regular psychosocial risk assessments can also be carried out to identify potential threats and strengthen the overall wellbeing of employees, ensuring a more supportive and respectful working environment. The Role of Public Servants: Do Not Remain Silent The courage to speak up is the first and most crucial step towards healing and justice. Do not let a “smile on the outside but pain on the inside” become a mask that conceals emotional wounds. Remaining silent only deepens the suffering and increases the risk of serious psychological issues including suicidal thoughts or the tendency of doing it. Those who experience bullying are strongly encouraged to keep records of all evidence, such as emails, messages, or task reports that demonstrate patterns of bullying, as a form of self-protection. If the organisation fails to act, formal complaints should be lodged with the Head of Department or relevant authorities to ensure the issue is properly addressed. At the same time, victims should seek emotional support from trusted colleagues or professional assistance from a psychologist to help manage stress, restore self-confidence, and rebuild the mental strength needed to overcome the experience and move forward with resilience. The Role of Leadership Leadership plays a crucial role in ensuring a healthy and safe work environment. Clear anti-bullying policies must be established, including transparent complaint mechanisms that are free from interference or bias. Awareness and prevention programs on workplace bullying should be actively implemented to foster understanding and eliminate abusive behaviours. Furthermore, any existing culture of bullying within the organisation must be addressed seriously through psychological interventions and firm disciplinary actions, ensuring accountability at every level.