Perhaps an inevitable outcome of the post Weinstein world is that leaders and managers, people with power, are fearful of engaging in one to one discussions lest they be misconstrued. Many male participants in our training sessions talk about it being “safer” not to be alone with female colleagues, in case there are allegations of inappropriate conduct. But there aren’t just two positions on the spectrum – to have one to ones or have not! Leaders need to use their judgement and their integrity to navigate the current landscape. They need to think more about how these critical development discussions could be viewed through another lens –does the location, the closed door, or the timing in the day affect how others might “see” this situation? At byrne·dean we have always talked about self regulation – having some “rules” in place to help you have a greater perspective on these conversations. Critically we need to ensure that we keep these conversations alive, not bury them as “too dangerous”.
My NYC colleague, Elena Paraskevas-Thadani, has written a really great piece about the Rules of Mentoring relationships:
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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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