Bullying in swimming, in rugby, in cricket, in government. Even worse conduct in the police. It seems there is no end to the scandals around people’s conduct at work these days.
Some of the conduct alleged is so appalling, it is hard not to have an immediate gut reaction to it. The media coverage further encourages us in this vein. But for a fair society, and a fair workplace, we need to pause before we condemn. Fairness is at the heart of every good investigation into workplace conduct. Which got me thinking:
How do you achieve fairness?
How do you not let your biases get in the way?
How do you stay impartial and balanced when confronted with grossly offensive WhatsApp messages?
After years of advising, investigating and mediating, I am clear about four things:
1. There are very few bad people out there (of course, there are always a few exceptions).
2. There are people who do bad things at times (there are no exceptions; we have all done bad things at times).
3. Everyone deserves the chance to be seen, heard and understood, before conclusions are reached about your conduct.
4. The answer is: kindness and curiosity.
I have, whilst investigating workplace conduct, met people whose WhatsApps or emails made for really unsavoury reading. Sometimes content that really shocked me. But as I say to them when I meet them, my role is first and foremost to find out more. My aim is to paint a fair picture of what went on. Who are they? What is their story? What is the culture of the organisation? Is there a particular relationship at play? What is the context of that relationship? What did they intend? Did they know the impact it had? Have they reflected since? What else do they want me to know?
The same kind curiosity is of course extended to all those who take part in the investigation.
At the end of the process, a fair investigation is one in which everyone feels they have had their voice heard, taken account of. This is key to people understanding the conclusions reached, even if they do not agree with it.
To use Matt Dean’s expression: you need to meet them where they are. Our Resolution team, which I am proud to be the Interim Head of, is here to help you resolve concerns with kindness and fairness.
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Happy hour? A conversation about alcohol and work – culture, risk and belonging
From post-deal drinks to client events and team celebrations, alcohol is woven into workplace culture. Yet when something goes wrong, it’s rarely seen as ‘just a drink’.
With new duties on employers to prevent sexual harassment, and growing attention on workplace risk and inclusion, it’s time to take a more intentional look at how alcohol shapes workplace culture – and the risks it carries.
This short, focused webinar will explore:
• How alcohol contributes to conduct, harassment and reputational risk
• The assumptions we make about what’s normal, social or expected
• How alcohol intersects with inclusion, wellbeing and boundaries
• What to think about when conducting risk assessments and looking at policies
• Practical steps to build positive connection while protecting what matters
Speakers:
Helen Dallimore
Head of Training, Byrne Dean
An experienced facilitator, trainer and former employment lawyer, Helen works with organisations to strengthen leadership capability and embed respectful workplace behaviours. She brings particular expertise in creating inclusive cultures where people feel safe, respected and able to thrive.
Cicilia Wan
Principal Consultant, Byrne Dean
A former employment lawyer and experienced Headof Employee Relations in global financial services, Cicilia has seen first-hand how alcohol canaffect conduct at work. She brings deep expertise in leadership, culture and managing people risk.
Steven McCann
Founder and Director, MCG Consulting
A leading voice in workplace addiction and recovery inclusion, Steven advises organisations on addiction awareness, recovery-informed culture and social mobility. He has spoken at the Bank of England and works regularly with law societies, the Legal Services Board and institutions across law, finance and corporate sectors.
HR Magazine: Half of UK workers faced toxic workplaces
Head of Resolution Zoe Wigan comments on speaking up and creating psychological safety.
HR Magazine: How to manage political polarisation at work
Matt Dean comments as recent events in America have intensified the discussion around polarisation.
