What does it mean to be a ‘safe’ working environment? The perception and application of ‘safety’ has significantly shifted in the past years, with most organisations swiftly moving to a full remote working world.
No matter what your role is and where you work, organisations are responsible for preventing bullying and harassment in the workplace and for implementing a zero-tolerance approach to all forms of bullying. Managers also play a key role in leading by example and responding promptly, seriously and consistency to any complaints.
Case Study
The Everyone’s invited movement, became viral in March 2021, is committed to tackling rape culture, sexual harassment and abuse that affects “everyone” through conversation, education and support. Over 10,000 stories and ‘confessions’ came forward thanks to the Everyone’s invited website, and they are all anonymous.
In the workplace, reporting rates of abuse remain generally low – with only 30% of employees experiencing a form of harassment file a complaint, and less that 15% filing formal charges. This is often because of lack of clear policies, worries over promotion and poor training for manager. In addition, most reporting processes in the workplace do not offer anonymity, and this makes it more difficult for some people to report an issue.
What can you do? Consider the following questions:
1. What would you do if a staff member disclosed to you that they are unwilling to file a complaint, even if they experienced an abuse in the workplace?
Key consideration: It is important never to promise confidentiality. However, to make it easier to disclose sensitive information, organisations can create anonymous formal reporting channels, and promote hotlines, chatbots, website forms, and phone apps to report an issue anonymously.
2. Does your organisation invest money and time in complaint procedures and training?
Key consideration: Sufficient time must be allocated so that all employees can attend training, which must be adequately funded and included in the organisation’s budget.
3. Do you or your organisation promote effective policies, procedures and training within the workplace?
Key consideration: Policies must be regularly communicated and be easy to understand. In addition, reporting systems must be adhered to and be implemented in a timely and consistent fashion. Furthermore, training should be tailored to your workforce and industry.
Ultimately, change should be facilitated from the top if senior leaders take the necessary steps, but it is also on all of us to be part of this fight. Harassment and abuse will not stop on their own, but should be the focus of a strong prevention and reporting policy.
If you have been a victim of harassment, you may wish to seek support from your own organisation (contacting your HR or a dedicated Designated Safeguarding Lead), external agencies (https://www.everyonesinvited.uk/help) or the KnowledgeBrief staff (you can reach out to your Skills Coach or the safeguarding team at .(JavaScript must be enabled to view this email address)).
What’s next
If you would like to learn more about safeguarding and KnowledgeBrief’s policies and procedures for reporting and prevention, please phone us on 020 7704 7636 or email .(JavaScript must be enabled to view this email address)
If you are interested in contributing to the newsletter with a brief piece on how your workplace talks these issues, case studies or your own experience in relation to safeguarding, please let us know. We would love to hear your story.