What Happens When the Board Members Are the Ones Doing the Bullying?

Most community organizations are built on the backs of volunteers. Parents step forward because they care. They want to give back to the activity their children love, strengthen their communities, and create opportunities for others. The vast majority of board members are good people doing difficult work with limited time, limited resources, and often very little formal governance training. Which is exactly why governance may be one of the most important – and most overlooked — issues facing community organizations today. 

Three Questions Nobody Wants to Ask

• What happens when a board member is the one doing the bullying? When they bully another board member, parent, or coach?

• What happens when that individual is the President or Chair?

• What happens when they control the agenda, influence discussions, and have the support of the majority of the board?

  
  

At that point, the issue is no longer an interpersonal conflict. It is a governance issue.

Disagreement Is Not Bullying — And Why It’s Hard to Address

Healthy boards disagree. Good governance requires difficult questions, differing opinions, and respectful debate. Bullying looks different. It occurs when power is repeatedly used to intimidate, silence, exclude, embarrass, or undermine another person.

Examples include:

• Public criticism or humiliation during meetings.

• Excluding individuals from discussions or decisions.

• Dismissing concerns without consideration.

• Weaponizing bylaws or procedures against individuals.

• Spreading rumours or attacking credibility outside meetings.

• Using positional authority to silence opposition.

• Threatening consequences for employees, volunteers, or family members connected to the organization.

  
  

When these behaviours become patterns, this is no longer "board politics." It is organizational bullying.

These situations become especially difficult when the individual engaging in the behaviour also holds a leadership position and has majority support. At that point, internal complaint processes often break down. Concerns may never reach the agenda. Complaints may be dismissed. Meeting records may not reflect what actually occurred. The person raising concerns may be labelled as disruptive or not a team player. This is why governance must include independent accountability mechanisms.

So What Can Be Done?

1. Document Facts, Not Feelings

Create an objective timeline including:

• Dates and times.

• Exact statements or behaviours.

• Decisions made.

• Voting outcomes.

• Relevant emails or written communication.

  
  

Independent investigators and governing bodies rely on evidence, not opinions.

2. Review Your Governance Documents

Review your:

• Code of Conduct

• Bylaws

• Terms of Reference

• Conflict of Interest Policy

• Complaint Policy

• Discipline and Appeals Procedures

These documents exist for situations exactly like this.

3. Escalate Beyond the Local Board

If the concern involves the President, Chair, or a majority of the board, internal resolution may not be realistic. This is often the point where external review becomes necessary.

Potential escalation pathways include:

Provincial Sport Organizations (PSOs)Many organizations operate under provincial governing bodies that oversee governance standards and safe sport complaints.

National Sport Organizations (NSOs)National organizations often maintain independent complaint processes and governance requirements for member organizations.

Independent Third-Party InvestigatorsSome organizations have access to independent investigators or integrity commissioners who can review concerns without influence from local leadership. In Canada, Sport Integrity Canada provides an independent mechanism for reporting and addressing safe sport concerns at the national level.

Corporate or Regulatory AuthoritiesDepending on the organization's structure, non-profit legislation or corporate regulations may provide mechanisms for members to call meetings, request records, or remove directors.

Good Governance Protects People

Leadership should never come at the expense of safety, dignity, or belonging. If intimidation, exclusion, or abuse of power becomes part of an organization's culture, support is available and accountability matters. Good governance protects people, and healthy communities ensure that includes adults just as much as children.

Looking for more insights on bullying prevention? Check out our other articles below!

For more information about our bullying prevention workshops (and yes, we even have one designed specifically for board members!), contact us at sports@daretocare.ca.