Suddenly everyone is talking about personal conduct. But what actually is it?
Let’s use a relatable analogy: children in a reception class. For them there are all sorts of expectations around behaviour and even some rules (although they are often kept in the background).
Broadly the expectations fall into two camps: how the children approach their work (their phonics, craft projects etc) and how they interact and play together.
What’s very clear at the reception level is that how the children treat each other, interact and play together impacts directly on how they approach their work. If Sally has just hit Joel, his painting gets limited attention. In our very early organisational experiences, we learn that personal conduct, how we behave with each other, is quite simply the most important thing – particularly when it comes to determining culture (how we behave over time).
So it’s perhaps odd that when regulators like the FCA and others focus on culture change, so much focus to date has been on conduct rules and how we approach the work.
For 16 years @byrne·dean workplace behaviour has been our #1 priority; it’s what we understand, it’s in our DNA. Give us a call – we just love talking about this stuff.
In the aftermath of the financial crisis, market practices that had gone unquestioned – almost to the point they were condoned – were rightly challenged. The same can be said for how individuals carry themselves in relation to colleagues and society more broadly. The #metoo movement has helped crystallize the type of behavior that should not be acceptable.
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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 Head of Employee Relations in global financial services, Cicilia has seen first-hand how alcohol can affect conduct at work, with deep expertise in leadership, culture and 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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