The UK’s Worker Protection Act came into force last October; now is the time for all employers to act.
So I don't eat burgers and can't say I am a huge fan of the Whopper burger chain (sorry for the advertising here ...) and some of these YouTube ads can be a bit corny .... but take a look at this clip below that a client sent me today.
I spend a great deal of time talking with clients about "the bystander effect". This has been described by social psychologists as occurring "when the presence of others discourages an individual from intervening in an emergency situation". It has further been attributed to the perceived "diffusion of responsibility" (we are less likely to intervene if there are other witnesses who seem likely to do so) and social influence (we monitor the behaviour of those around us to determine how to act). We know that problematic workplace cultures grow when behaviour becomes normalised. When everyday practices are not questioned. As one female client put it to me this week "I remember when it was normal to have your bottom slapped at work!" Really? Was that ever normal? Apparently so.
So how do you know when it's time to intervene in an emergency situation? And, if you can spot the emergency, what would empower you to intervene? In our workplace behaviour sessions the typical answer is "well it depends". The reality is that there are thousands of variables and hundreds of different interpretations of behaviour. We see situations differently based on a whole host of competing experiences. And we know that workplaces are full of imbalances in power, status, confidence and psychological safety.
But I don't think it's as difficult as it seems. Rather than analysing whether the actor bully intended to cause discomfort, perhaps we just need to focus more on the potential impact of the behaviour on the recipient (direct or indirect).
When we next feel like a bystander, let's remember that it is our responsibility and that someone else's silence or passivity mustn't deter us from what we know is the right thing to do. We can usually tell when someone isn't comfortable and even if we aren't sure - do as the lady in the clip does, stand up, move your tray over and ask "Are you OK?".
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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.


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