Organisations have got much better in recent years at providing guidance to their people about expected behaviour over the festive period.
Given that the Worker Protection Act is now in force placing a far greater emphasis on organisations to prevent sexual harassment, this is a positive step. The Equality and Human Rights Commission guidance points to being clear about what constitutes “the workplace” – which is particularly pertinent for office parties, client lunches and team celebrations – all of which are likely to be held off site, but will still be considered the workplace
However if guidance around workplace behaviour only happens once a year in the lead up to the party season, there’s likely to be a serious gap in your workplace culture. And this could be putting your organisation and your people at risk.
The issue isn’t just about avoiding inappropriate behaviour at work events. It’s about creating a culture of respect and inclusion that lasts all year round.
If the only time we talk about behaviour with our people is at the Christmas or Summer party, it sends a message that harassment and inappropriate behaviour only happen at particular times and usually when there is a lot of socialising. While incidents do often increase at these events – especially fuelled by alcohol – we need to be mindful that sexual harassment and inappropriate behaviour can and does happen at any time and mostly in day to day interactions; in instant messaging groups, on Zoom meetings and in emails
Steps for building a year round culture of respect
- Ensure the conversation about respect is continuous
Sexual harassment prevention should be an ongoing part of your organisation’s culture. That means regular training and awareness sessions. Consider quarterly refreshers, keep it on the team meeting agenda, ask your people for feedback on the team culture. - Communicate clear expectations from the top
Ensure your anti-harassment policies are up to date and easily accessible – and most importantly that they are clearly communicated. Your top team have a vital role to play here – the more visible their stance on harassment is, the more likely your people will feel confident that they’re in a safe environment - Equip your managers to lead by example
It’s crucial that leaders and managers set the tone. Leaders should consistently demonstrate respectful behaviour, both during work hours and at social events. When employees see leaders holding themselves accountable, they’re more likely to do the same - Create safe reporting channels
Your people need to feel able to speak up when they feel uncomfortable or unsafe. Ensure they know who they can talk to or what other methods they could use to report an incident. - Enable peer accountability
Encourage a culture where employees hold each other accountable for behaviour. Facilitate team discussions on how everyone defines “respectful behaviour” – people have different views on what is Ok and what isn’t and it is vital to listen to each other and find some consensus about how everyone will behave with each other. This can be reinforced by creating a group of “respect champions” or “culture ambassadors” who can lead on initiatives to support inclusive working and be another route for people to raise concerns with
A culture where people feel respected and safe is one where harassment becomes less likely to happen in the first place – in any location and in any context
So, as you plan for the festive season, remember, the conversation about sexual harassment doesn’t stop with the Christmas party. It needs to be a year round priority if you want to create and maintain a true culture of respect in your workplace.
You may also be interested in our blogs on:
The Worker Protection Act what constitutes the workplace and who does it cover
The Worker Protection Act – who are you responsible for
The Worker Protection Act – Preventing sexual harassment – decoding the legislation
Download our self-assessment checklist to help you gauge your organisation’s readiness for the new Worker Protection Act
And talk to us if you would like some support turning the legislation into meaningful actions which will really make a difference Call us for a confidential chat on 01903 732 782 , email us info@focalpointtraining.com or contact us via the website