Addressing Workplace Bullying & Harassment: Why Recent Controversies Highlight the Need for Comprehensive Anti-Harassment Strategies

Hey everyone! ??

Recently, we've seen a mini-wave of workplace bullying and harassment controversies, from the resignation of the Deputy Prime Minister over allegations of bullying civil servants to the UK's most prominent business group admitting to hiring "culturally toxic" staff and failing to address sexual harassment. These incidents emphasise the need for comprehensive strategies to create and maintain inclusive workplace cultures. Working in technology, I’m acutely aware of the history and reputation within the industry and the importance of tackling bullying and harassment head-on and building a supportive environment for everyone. I want to talk through some of the whys and hows of this work but also look at how businesses need to think beyond just the impacts of in-person behaviours to the increasing prevalence of bigotry and prejudice emboldened by the protective anonymity of digital media. Ready? Let's go! ??

?? The Goal: Safe and Respectful Workplaces

As a DEI Lead, my ultimate aim is to create safe, respectful, and inclusive work environments where everyone can thrive. This benefits not only the employees but also the company as a whole. Employees who feel valued and respected are more productive and engaged in their work.

By addressing different forms of harassment, including racial, gender-based, and sexual harassment, we can empower employees, promote empathy, and prevent harm. But to achieve this, it’s not enough to talk about bullying and harassment being wrong or how much we care for our people. We have to walk the walk too.

That involves creating policies and procedures that clearly define what constitutes harassment, as well as providing regular training to employees on how to recognise and prevent harassment. Additionally, it is important to have a reporting system in place so that employees feel comfortable reporting any incidents of harassment and then take appropriate action when things are reported.

?? Understanding Harassment

That’s all well and good, but where do you start? If you want to tackle harassment effectively, it's important to start with a comprehensive understanding of its various forms and the impacts that they can have. Bullying and harassment can take many forms, including verbal, non-verbal, or physical, and can occur both in person and online. It's important to recognise that these behaviours not only create a hostile work environment but can also have significant negative impacts on mental health, which in turn are going to impact the productivity of your team. Beyond that, I think we need to be bolder in speaking about the consequences of these behaviours. Set your stance, and let people know where you stand on those behaviours.

At Wayve, we’re clear that Bullying and Harassment are unacceptable. While we look to lead through empathy and education and give people the opportunity to change, it can have serious consequences, including dismissal and, depending on the severity of the behaviour, legal action. We let our people know what we stand for as a business and live those values, and anyone who has an issue with it likely wasn’t suitable for us anyway.

?? Learning from the Controversies

The recent high-profile incidents involving Dominic Raab and the CBI have brought the issue of workplace harassment back into the limelight. For me, they prove that while it is important to have policies in place to prevent harassment, policies alone are not sufficient. Companies have to take an active approach to enforcing their policies and creating a truly inclusive workplace culture. This requires not only investing in employee training but also creating opportunities for open dialogue and feedback so that all your people feel heard and valued. Companies need to recognise and address harassment that occurs at every level, even the most senior, and to take steps to ensure that all employees are not only aware of the policies in place and the expectations of them as members of your company but also feel comfortable reporting any incidents. ??

??? Building Comprehensive Anti-Harassment Strategies

Developing a holistic approach to preventing harassment involves more than just training. Here are some key elements to consider:

1. ???Effective Anti-Harassment Training: Training is still number 1. Give people the tools and understanding to ensure you’re operating from the same plane of knowledge regarding definitions, expectations, resources and consequences. Provide customised, engaging, and interactive training to help employees understand the various forms of harassment, develop empathy, and learn practical skills to prevent and address harassment. This training should be tailored to your company's needs, culture, and demographics, addressing industry-specific issues and highlighting real-life examples to which your people can relate.
2. ???Clear Policies and Enforcement: Write them down, and follow them up. Establish and communicate clear anti-harassment policies that outline expected behaviours, reporting procedures, and consequences for violations of these policies. Make sure you are consistently enforcing them. As the CBI example showed, just having the policies doesn’t automatically lead to a harassment-free workplace. When I say consistency, I mean holding people at all levels in the company accountable for their actions and providing regular reminders of the policies and procedures.
3. ???Supportive Reporting Mechanisms: Create safe, accessible, and confidential channels for employees to report harassment without fear of retaliation. Encourage a culture of speaking up and taking reports seriously. Offer multiple reporting options to accommodate employees' different needs and preferences.
4. ???Leadership Commitment: Leadership must actively promote a harassment-free workplace, set an example for employees, and hold everyone accountable for their actions. Strong leadership commitment helps to create a culture of trust and sends a clear message that harassment will not be tolerated. We need leaders to be vocal about their support for anti-harassment initiatives and, even better, get them to participate in training sessions alongside their team members.
5. ???Continuous Learning and Improvement: This one’s not for the employees on the course but for those designing it. There are few things more jarring than ineffective training that never changes. I’m sure you know exactly what I mean, whether it’s that e-learning module that still references examples from a decade ago or whole courses that you repeat without gaining anything new from them beyond a tick mark. Regularly evaluate and update your strategies, gather employee feedback, and invest in ongoing training and education for your team and yourself. Assess the effectiveness of training programs and policies by conducting surveys, tracking incident reports, and analysing trends. Use this data to identify areas for improvement and make necessary adjustments. Encourage a culture of continuous learning, where employees are empowered to share their experiences and ideas for creating a safer and more inclusive workplace.

?? ?? Addressing the Digital Aspect of Harassment ?? ??

In today's increasingly digital world, and as remote and hybrid working models continue to be more prominent, it's essential to consider the online aspect of harassment. Cyberbullying, online sexual harassment, and discriminatory behaviour on social media are all forms of digital harassment that are just as significant. We need to address these issues too by:

1. Including digital harassment in anti-harassment policies and training, ensuring that your people understand the various forms of online harassment and how to report them.
2. Establishing guidelines for appropriate online behaviour, including social media interactions, emails, and video calls.
3. Offering resources and support for employees who experience digital harassment, like counselling services or mediation.
4. Monitoring and addressing digital harassment just as promptly as other forms, taking appropriate disciplinary action when necessary.

Conclusion

Addressing workplace harassment requires a comprehensive approach that goes beyond training. We should look to learn from these controversies and implement effective strategies, to help us create safe, inclusive environments where employees feel valued and supported. As we continue our journey towards greater diversity, equity, and inclusion, let's work together to build a better future for everyone.

Let's keep the conversation going! What has been your experience with anti-harassment policies and training? How can we make them more effective and relevant? Share your thoughts, reactions, and comments! ???? ???