Workplace Harassment Still a Problem

Transforming Workplace Culture: Eradicating Harassment and Fostering Respect 

Times have changed, prompting questions about why certain businessmen still believe they have the license to harass women at work-related socials. While trade associations scramble to establish guidelines against "unacceptable" conduct, the heart of the matter may lie in our very understanding of the professional environment. 

It seems absurd, doesn't it? Grown professionals at a work function needing a code of conduct for "consideration and respect," prohibiting behavior such as "unsolicited sexual advances" or "discriminatory language"... It's like those pointless "Caution: Hot" warnings on beverage cups – legally useful, perhaps, but lacking in common sense. 

Alas, these codes from bodies like the Finance & Leasing Association (FLA) and the International Securities Lending Association (ISLA) reveal a harsh truth: male misconduct in the workplace remains a glaring issue.  

The Impact of 'Sexism in the City': A Grim Reality 

This isn't to say that women cannot display prejudicial or harassing behaviors, but the predominant source of such misbehavior is well-documented. 

Consider a recent exposé by the House of Commons Treasury Committee, titled 'Sexism in the City'. This report compiled chilling firsthand accounts of the rampant discrimination and harassment within the financial services sector. "The sheer scale of sexual harassment, from bullying to serious assault, within financial services is appalling, and how inadequately firms address such allegations is equally concerning," the report highlights. 

While you might find it unlikely for physical violence to erupt at a corporate social, those "micro-aggressions" or disguised "banter" – often downplayed during the workday – can become amplified under the influence of alcohol and a loosened atmosphere. It's no coincidence that these codes of conduct are emerging as proactive safeguards. 

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Power Dynamics, Old Boys’ Clubs, and Urgent Reforms 

Some dismiss efforts towards workplace "diversity, equality, and inclusion" with a cynical smirk. However, look no further than debacles like those of the CBI or the City's Presidents Club dinner for stark examples of what a male-dominated culture fueled by aggression produces. It's high time that awareness is raised, and harmful behaviors are rooted out. 

So, how do we explain these recurring instances of businessmen acting inappropriately? It boils down to a peculiar disconnect – some men struggle to reconcile the competitive, ruthless drive demanded in the workplace with the basic human principles of decency and respect. The essential task is to comprehend the cultural and professional environment within which these behaviors arise. An ambitious individual could be celebrated and even promoted for their "killer instinct" in the office, only to be reprimanded when that same instinct manifests in less formal settings. Responsible employers must establish that such actions have no place in any context, regardless of revenue generated. 

The Era of Zero Tolerance 

As Alesha De-Freitas (head of policy, research, and advocacy at the Fawcett Society), emphasized to the Treasury Committee: "Sexual harassment doesn't just encompass horrific physical acts. It's also the snide remarks, the 'banter', the jokes – all behaviors that might have felt acceptable in the past. As a company, you need to put your foot down and declare: 'This is no longer tolerated.'" 

Change is on the horizon. As of October this year, employers will bear a legal obligation to implement "reasonable steps" to prevent the sexual harassment of their staff in the workplace. This "Worker Protection Act" amendment to the Equality Act will be regulated by the Equality and Human Rights Commission (EHRC). 

This shift means that a spotlight will be ruthlessly shone on misconduct. It demands that offenders be confronted with their actions and that survivors are offered robust support. Consequently, the use of silencing tactics like non-disclosure agreements (NDAs), as seen recently with the CBI and others, should be severely curtailed. Such agreements punish the victims rather than holding perpetrators accountable. 

From ‘Boys Will Be Boys’ to Responsible Behavior 

The notion that the "end of lockdown" excuses inappropriate behavior (if such an excuse was ever valid) is now utterly unsustainable. We must acknowledge the depressing reality that some men seem intrinsically compelled to act out in social settings, sometimes sober, often aided by alcohol. 

Despite the disheartening nature of the issue, it's vital to recognize that people are capable of change. Workplaces are undoubtedly fairer, safer, and better-functioning environments than they were a few decades ago. Nevertheless, if grown men still need a 'pep talk' (or a written code) before attending the annual awards dinner, it's clear that much remains to be done. The adage "boys will be boys" needs to give way to the expectation that responsible men can, and must, do better. 

Unmasking Workplace Predators 

A key question arises: why is this transformation from professional to predator happening? Some cite "power" as the root cause. When individuals accustomed to authority, influence, and commanding attention find themselves in less structured settings, they may try to reassert that dominance in inappropriate ways. This is not to excuse the behavior but to try and understand its genesis. 

Another contributing factor may be the persistent 'old boys' club' mentality that still lingers in some corporate circles. Exclusive events, built on a foundation of long-standing connections and shared privileged backgrounds, can create an environment where women are perceived as outsiders or even as 'fair game'. These closed networks can foster a dangerous sense of entitlement and impunity among certain participants. 

The finance industry has a particularly dismal track record, confirmed by the harrowing statistics in the Treasury Committee's report. A shocking survey by the Fawcett Society in 2022 found that 32% of women working in finance had experienced sexual harassment at work. This alarming figure underscores the urgent need for action within this specific sector. 

Empowering Accountability and Allies 

Of course, sexual harassment isn't confined to finance or any particular profession. It's a pervasive issue with varying intensities across different industries and workplaces. Wherever it exists, there must be zero tolerance. This means implementing far more robust support systems for victims and survivors of harassment. Far too often, those who report such incidents are met with skepticism, inaction, or even worse, victim-blaming. This has a devastating impact on individuals and deters others from speaking out. 

It's also essential for male colleagues, friends, and managers to recognize their role as allies. Instead of staying silent or dismissing unacceptable behavior as 'harmless fun', they need to step up and call it out. This doesn't require grand, confrontational gestures. Sometimes a quiet word expressing disapproval in the moment can be surprisingly powerful. Bystanders have a responsibility not to let such actions slide. 

Education and training programs play a vital role in driving this cultural change. It's one thing to issue a code of conduct; it's another to create a workplace environment where its principles are ingrained in the everyday behavior of employees at all levels. Sensitivity around gender, power dynamics, and respect must be proactively fostered and become second nature. This ongoing endeavor requires consistent investment and attention from leaders across all organizations. 

The legal landscape is shifting, as evidenced by the imminent 'Worker Protection Act'. Yet, lasting change demands more than just legal compliance. It requires a profound overhaul of ingrained attitudes and behaviors at the heart of workplace culture. Ultimately, the emphasis must be placed on individual accountability. 

Dismantling Untouchability and Embracing Inclusive Leadership 

For too long, corporations have attempted to sweep scandals under the rug, protecting reputations over justice. This era must end. Those who engage in sexual harassment, discrimination, or any form of misconduct must face the consequences of their actions, regardless of their standing or revenue-generating potential. Only by dismantling the perception of untouchability can a culture of deterrence be established. 

This doesn't mean creating a climate of fear or a paranoid environment where innocent interactions are stifled. It's about clearly establishing and consistently reinforcing boundaries. Companies should take pride in fostering professional yet friendly workspaces where people of all genders, backgrounds, and identities feel safe, valued, and respected. 

One positive trend is the growing emphasis on inclusive leadership. Gone are the days when ruthless, aggressive approaches to management were hailed as signs of strength. Collaborative, empathetic, and ethical leadership is now understood to be far more effective and sustainable. This shift naturally creates a less toxic and more respectful environment, especially as new generations of leaders ascend to positions of power. 

It's also encouraging that more businesses are partnering with organizations specializing in promoting diversity, equality, and inclusion (DEI). External consultants can provide invaluable insights, conduct awareness training, implement effective reporting mechanisms, and assist in creating a truly inclusive company culture. Bringing in an external perspective often helps to challenge existing biases and blind spots. 

Fostering Authentic Change: Beyond DEI Initiatives 

However, DEI initiatives cannot become mere marketing gimmicks or box-ticking exercises. Authentic change requires a willingness to address uncomfortable truths, invest in long-term transformation, and hold every employee accountable for fostering a safe and respectful workplace. 

Technology can play a supporting role but should not be perceived as a magic solution. Software aimed at monitoring employee behavior or flagging 'inappropriate' language can feel intrusive and counterproductive in building a culture of trust. Ultimately, it comes down to people – individuals choosing empathy and decency over entitlement and aggression. 

Change is not always swift, nor is it easy. However, in this matter, there simply is no other course of action but forward. Businesses have an ethical and increasingly a legal duty to create environments resistant to harassment and discrimination. Doing so doesn't only protect potential victims; it creates more productive and successful workforces by allowing all employees to reach their full potential without the burden of fear, intimidation, or inappropriate behavior. 

The codes of conduct being issued by trade bodies should not be treated as mere checklists. They become meaningful when they spark internal debate, individual reflection, and a genuine dedication to a fairer and more decent corporate world. Only then can we hope to leave the days of men behaving badly at work functions as a shameful relic of the past. 

Balancing Inclusion and Professional Boundaries 

The battle against workplace harassment extends beyond the office walls. It's vital to recognize that the "work hard, play hard" mentality, so often intertwined with corporate culture, can contribute to this complex problem. 

Company-sponsored outings to bars, pubs, sporting events, or late-night dinners can become breeding grounds for precisely the kind of behaviors that those codes of conduct are designed to prevent. Alcohol has a notorious disinhibiting effect, and in an unregulated social setting where professional boundaries blur, some individuals may feel emboldened to act in ways they would never dare in the office environment. 

This isn't to advocate for a draconian prohibition of all work-related social events. Indeed, it's well-established that informal gatherings can boost morale, build camaraderie, and offer vital networking opportunities. However, it does mean that organizations need to put careful thought and structure into such occasions. 

For starters, it sends a powerful message when there are senior leaders present – including managers, CEOs, or board members. Their presence can subtly reinforce the idea that these gatherings remain an extension of the workplace, and therefore the same standards of behavior apply. 

Furthermore, setting clear expectations beforehand can be surprisingly effective. A simple pre-event reminder about being respectful, considerate, and inclusive can go a long way in establishing a shared understanding of appropriate conduct. 

Creating a Mindful and Inclusive Approach to Workplace Socializing 

Another critical factor is venue selection. Rather than dimly lit pubs where alcohol is the primary focus, companies can opt for activities and spaces that encourage more diverse forms of interaction. Attending a theatre performance, a collaborative team challenge, or a volunteering initiative can shift the dynamic from passive drinking to active, shared experiences. 

Some might argue that employees should be inherently capable of controlling themselves. However, expecting flawless restraint in the face of loosened inhibitions and peer pressure is unrealistic. Companies have a responsibility to create environments that make it easier for people to do the right thing rather than relying solely on individual willpower in potentially compromising situations. 

Addressing the "work hard, play hard" ethos is not about curtailing fun or becoming excessively cautious; it's about replacing a potentially harmful concept with a more mindful and inclusive approach to socializing among colleagues. 

Beyond focusing on company events, a broader conversation needs to happen regarding alcohol consumption as an inherent part of corporate culture. The image of a stressed executive winding down with a drink is a familiar trope glorified in media. While there is nothing intrinsically wrong with the occasional drink after a long day, normalizing the use of alcohol to cope with work pressure can be a slippery slope. Organizations should instead focus on encouraging healthy stress management practices and fostering a culture where employees feel supported in seeking help if they struggle with substance abuse issues. 

Holding Individuals Accountable 

This multi-faceted approach – holding individuals accountable, fostering inclusive leadership, rethinking work-related social events, and addressing the role of alcohol – offers a more robust framework for tackling the persistent issue of workplace harassment. 

The path towards eradicating workplace harassment requires a collective effort across industries and society at large. Here are some additional key points to consider: 

The Role of Media: Movies, TV shows, and advertising often portray workplace dynamics in a misleading light. Casual sexism, suggestive banter, and blurring the lines between professional and romantic relationships can be depicted as humorous or even desirable. It's critical for media creators to challenge these harmful stereotypes and instead present healthy, respectful, and empowered workplace environments. 

Education from a Young Age: Schools and universities bear a crucial responsibility in cultivating a culture of respect for diversity and inclusion from a young age. Educational programs need to emphasize that harmful behaviors, from seemingly minor "jokes" to overt harassment, have no place in a civilized society. It's essential to empower young people to identify inappropriate conduct and to intervene assertively and safely when they witness it. 

Changing Social Norms and Language to Combat Harassment

Changing Social Norms: While the focus of this article is on the workplace, let's acknowledge that harassment and sexism aren't confined to office spaces. They stem from broader societal attitudes. Combating the problem long-term requires dismantling outdated gender stereotypes, encouraging healthy communication between all genders, and fostering a zero-tolerance approach to misogyny in all its forms. 

The Importance of Language: The words we use have significant power in shaping our understanding of the world and acceptable behaviors. Using inclusive language, challenging offensive terminology, and reframing concepts like "locker-room talk" as unprofessional and unacceptable are all small but essential steps. 

Support for Survivors and Whistleblowers: For far too long, individuals who have experienced workplace harassment or discrimination have faced daunting barriers to reporting. Often, processes are non-existent, ambiguous, or inherently biased against the victim. Companies should make it unequivocally clear that survivors will be believed, supported, and protected from retaliation. It's important for resources and confidential access to legal and psychological counseling to be readily available. Additionally, those with the courage to expose wrongdoing must be shielded from negative consequences and held up as exemplary. 

The Path Forward: Toward a Harassment-Free Workplace 

The journey towards a harassment-free world of work may sometimes feel long and arduous. Yet, there is no alternative. Businesses have a moral and legal imperative to create environments where all their employees feel safe and valued. 

Progress will not always be linear, and there may be setbacks along the way. However, by addressing the root causes of this problem, establishing clear standards, fostering inclusive leadership, and supporting those who speak out, we can and must achieve real and lasting change. It's not just about complying with regulations; it's about embracing an ethical approach to business that benefits both the individuals working within an organization and the overall success of the enterprise itself. 

The codes of conduct being issued in the corporate space might initially feel like a necessary evil. However, let us hope they will one day become obsolete. The goal should be to reach a point where the concepts of decency, respect, and professionalism are so thoroughly integrated into our workplace cultures that 'reminder' documents become redundant. We are not there yet, but we can and must get there together.