ABSTRACT
The original research carried out in a range of arts organizations in the UK included employees at every level within both commercial and subsidized performing arts organizations in England, Scotland and Northern Ireland. At the outset of the research into workplace bullying in the arts, the fundamental guiding question was whether the behaviour represented isolated, rare occurrences in specific creative environments or whether, as was suspected, it was indicative of a more widespread problem in the cultural sector. Arts managers claim that the experience of working in arts environments with creative people is different from working elsewhere, and use this to explain the requirement for workplace terms and conditions that differ from the norm. The descriptors for bullying in the performing arts are the same as for other employment sectors; the definitions of mobbing, harassment and bullying are relevant to the arts experience and corporate bullying is a recognizable feature.
