Meenakshi Vuppuluri’s Post

Are you involving your workers in critical conversations? You should. You can strengthen your workplace culture by engaging your workers in conversations about important topics like harassment, bullying and discrimination. In the latest #TrustedLeader post, Sheldon Kennedy - former NHL player and founder of @RespectGroup - shares tips for facilitating these discussions so that they are positive, productive and respectful. #TheTrustedLeader #WorkplaceCulture #respect #bullying #harassment #discrimination Sheldon Kennedy https://wsps.news/4c8h8fl

Is your organisation truly fostering a culture that prevents sexual harassment? Creating a safe, respectful, and inclusive workplace requires more than just policies. It demands a proactive approach to prevent harmful behaviours before they occur. In our latest article, we explore how organisations can build a harassment-free environment through practical strategies and leadership accountability. Key insights include: * Empowering upstanders and promoting a trauma-informed approach * Building robust policies and fostering psychological safety * Educating teams on unconscious bias and respectful behaviours Read the full article here https://lnkd.in/eEnj3kmb to learn how you can go beyond compliance and create a culture where everyone feels safe, valued, and respected. Is your organisation ready to take the next step? Contact us at enquiries@enmasse2.com to explore our tailored training programmes and make a lasting impact. enmasse2.com | enquiries@enmasse2.com #WorkplaceCulture #DEI #RespectAtWork #SexualHarassmentPrevention #Leadership #PsychologicalSafety #Inclusion #LeadershipDevelopment

5 signs your employer's ability to meet the sexual harassment duty maybe falling short: ❌ Your anti harassment policy has not been updated since the duty came in. This means your colleagues and managers may not know firstly it exists, secondly how to access it and most importantly how to respond to it. ❌ There has been a town hall meeting prior to the duty coming into force but no further comms or any training of the duty for employees on how to identify, report and address sexual harassment. 🗣️ There is a lack of speak up culture for fear of repurcussion. Such incidents have previously been ignored/dismmissed as so called "banter". ❌ Leaders downplay incidents so we see no action from the top and such incidents when they do arise and get raised don't get seen as serious. 📈 There is no existing mechanisms for monitoring to measure how employees feel or track where incidents do arise. For your anti-harassment policy to be effective it must become a part of your company DNA, your values, and every decision you make within your organisation. Our ‘Rapid Review Health Check’ can help you identify the gaps and prepare your business for the new duty, future proof your organisation, and foster a culture of respect and inclusion. If you’re interested, DM us with the words ‘Rapid Review’ and we’ll share the info with you. Alt text: photo of Victoria, white blonde female wearing a blue shirt smiling at the camera. **************** Hello, I'm Victoria, DE&I Consultant, Helping HR Directors transform workplace culture using the power of DE&I to be thriving, safe and inclusive places to work. I help them create a framework to kickstart and accelerate their DE&I journey, equip teams and leaders with the right behaviours and be a sounding board and co-pilot to busy HR peeps to navigate the complexities of DE&I in the workplace. Subscribe to my newsletter for latest insights, news and events: https://lnkd.in/efp999U7

Harassment isn't a spectator sport! Does your organization include bystander training in harassment and hostile workplace training or are you still only focusing on the perpetrators and employers? Check out my posting on how empowering "Upstanders" can positively impact the workplace! #WorkplaceHarassment #BystanderAction #InclusiveWorkplace #HarassmentPrevention #SpeakUp #WorkplaceEthics #EmployeeWellbeing https://lnkd.in/gBtWxTgn

Exploring the Link Between Harassment and Hostile Work Environments in Yucaipa, CA sheds light on the intricate dynamics shaping workplace culture in this vibrant city. From recognizing the subtle forms of harassment to understanding its legal implications under California law, the journey towards fostering a respectful work environment is paramount. With the expertise of The Myers Law Group, APC, Yucaipa's workforce can navigate the complexities of harassment claims, ensuring fairness and justice prevail. Let's cultivate a workplace culture in Yucaipa where respect and empathy reign, promoting a thriving community. #WorkplaceHarassment #YucaipaCA #LegalGuidance

5 signs your employer's ability to meet the sexual harassment duty maybe falling short: ❌ Your anti harassment policy has not been updated since the duty came in. This means your colleagues and managers may not know firstly it exists, secondly how to access it and most importantly how to respond to it. ❌ There has been a town hall meeting last year about the duty but no further comms or any training of the duty for employees on how to identify, report and address sexual harassment. 🗣️ There is a lack of speak up culture for fear of repurcussion. Such incidents have previously been ignored/dismmissed as so called "banter". ❌ Leaders downplay incidents so we see no action from the top and such incidents when they do arise and get raised don't get seen as serious. 📈 There is no existing mechanisms for monitoring to measure how employees feel or track where incidents do arise. For your anti-harassment policy to be effective it must become a part of your company DNA, your values, and every decision you make within your organisation. My Rapid Review Health Check can help you identify the gaps and prepare your business for the duty, future proof your organisation, and foster a culture of respect and inclusion. If you’re interested, DM with the words ‘Rapid Review’ and I’ll share the info with you. Alt text: photo of Victoria, white blonde female wearing a blue shirt smiling at the camera. **************** Hello, I'm Victoria, DE&I Consultant, Helping HR Directors transform workplace culture using the power of DE&I to be thriving, safe and inclusive places to work. I help them create a framework to kickstart and accelerate their DE&I journey, equip teams and leaders with the right behaviours and be a sounding board and co-pilot to busy HR peeps to navigate the complexities of DE&I in the workplace. Subscribe to my newsletter for latest insights, news and events: https://lnkd.in/geX7sJeh

75% of sexual harassment victims face retaliation when they speak up (according to Vox). You read that right. The sad fact is that inappropriate workplace behavior often goes unpunished, and a pervasive lack of psychological safety means that employees are too scared to speak up, or are villainized when they do. This week in the Culture Corner, we dive into a submission from a victim who was made to be the villain while working at America’s favorite fried chicken sandwich chain. Read on to discover the hidden costs of speaking up at work, and learn the key takeaways for employees, managers, and organizations. https://lnkd.in/eGNX5hx9 #companyculture #harassment #workplaceculture

5 signs your employer's efforts to prepare for the forthcoming sexual harassment duty maybe falling short: ❌ Lack of up to date, clear and transparent policy that specifically sets out how as an employer you will take action to prevent sexual harassment. This means your colleagues and managers may not know firstly it exists, secondly how to access it and most importantly how to respond to it. ❌Lack of ongoing training and communication for employees on how to identify, report and address sexual harassment. 🗣️ Employees are scared to speak up for fear of repurcussion. Such incidents have in the past been ignored/brushed under the carpet. 😇 Leaders talk a good talk about why fostering a safe respectful culture matters but little if any of this translate into action. 📈 There is no existing mechanisms for monitoring to measure how employees feel or track where incidents do arise. For your anti-harassment policy to be effective it must become a part of your company DNA, your values, and every decision you make within your organisation. My ‘Rapid Review’ can help you identify the gaps and prepare your business for the new duty, future proof your organisation, and foster a culture of respect and inclusion. If you’re interested, DM with the words ‘Rapid Review’ and I’ll share the info with you. Alt text: photo of Victoria, white blonde female wearing a pink green checked dress smiling at the camera. **************** Hello, I'm Victoria, DE&I Consultant, Helping HR Directors transform workplace culture using the power of DE&I to be thriving, safe and inclusive places to work. I help them create a framework to kickstart and accelerate their DE&I journey, equip teams and leaders with the right behaviours and be a sounding board and co-pilot to busy HR peeps to navigate the complexities of DE&I in the workplace. Subscribe to my newsletter for latest insights, news and events: https://lnkd.in/geX7sJeh

Breaking the Silence on Workplace Harassment: It's Time for Change! The advantages of a #diverseworkforce and the #legalrights awareness campaign are bolstered by the increased discourse surrounding workplace harassment, regardless of whether the harasser is #physicallypresent in the office or #workingremotely. When we talk about #harassment, it can take any shape. For example, #sexual and #emotionalstress or #inequality based on #gender, #castesystem, #workloads, #employmentbands, and #rewards. As circumstances change, let us try to understand the dynamic nature of being an #employer and #employee. 🔔 Meetings are secretly recorded using modern technology. 🔔 Casual conversations are coded and decoded in numerous forums to satisfy the manager and leadership. 🔔 Negative attitudes about performance lapses and job deliverables improvement discussion between managers and colleagues. 🔔 Inadequate behavior, such as disrespecting workplace ethics, micromanaging activities, and exhibiting compassion for work-life balance. 🔔 Self-aspiration and egoist approach precede the organization's mission and vision. Agreement and Disagreement are two sides of a human, whether #FEMALE or #MALE. Untrue claims are eventually generated, resulting in character assassination, which hinders #careerprogression and #companygrowth. And reflects an unequal working environment. Every organization has its framework, such as establishing an #ICCcommittee. Do they uphold justice by taking proper actions? Nevertheless, accountability is not about criticizing individuals; it relates to the potential to move forward or be in the limelight. #YehDoglapanKabTakChalega 🤔 The employees should feel #empowered to report any incidents without fear of retaliation. Promoting a culture of respect and support is crucial for fostering a positive and inclusive work environment. The truth is that policies alone can’t prevent harassment. #Culture does. A culture of accountability starts with #leadership setting the tone for how boundaries are upheld, how power is shared, and how dignity is protected in every interaction. Together, we can create workplaces where everyone thrives! #workplaceculture #posh #safeworkplace #mentalhealth #stressfree #SupportEachOther #HumanConnector

😕This is a minefield 🤔So, Can I say 'this' can I say 'that'? [insert your own 'this' and 'that'] 🥳💩Are we not allowed to have fun anymore? 🎄Well, thats the Xmas party done and dusted..... R.I.P 🫣We can't even pay anyone a compliment these days 😠No more banter in the office then..... 🙄All the above are examples of things I hear when running training sessions around the prevention of sexual harassment legislation that's coming in this Saturday. You know the one - where employers will be required to take reasonable steps to prevent sexual harassment in the workplace. Failure to do so will render employers liable to pay an uplift of 25% on successful sexual harassment claims. ❗Look, ❌HR is not the 'fun police' ❌We cant, and don't want to, stop people from having fun at work ❌We are not here to ban banter ❗But, here's the issue - the problem with 'banter' and 'fun' is, often, you never actually know if an employee is participating in it out of their own free will or whether they are doing so to fit in because it makes their life easier. ❗So, if you pay someone a compliment like 'hey you look nice in that dress' how can you be sure its been received as a compliment or whether the comment has actually made them feel humiliated? 😕How do you know if Fred, who regularly is the butt of jokes about his age and gives as good as he gets, is actually really offended and upset but doesn't want to let it show? ❗You dont ✅And this is why, when I do any training sessions on the new obligation about preventing sexual harassment in the workplace we cover all aspects of discrimination. ✅Its why when I train managers about their specific responsibilities in connection to this, I bang on about creating the right environment. That managers are role models and they need to look at their own behaviour because they set the tone. And, yes, one that can still be fun. ❓Whats the right environment? Its one which is professional, safe and respectful. One which enables employees to be able to say things like. 'hey, I know I've been part of the banter before about my age but its gone a bit too far now and I am just not comfortable with it anymore - can you stop?'. ❗In my view, if your managers are not creating the right environment where team members feel confident in speaking up then there is a real risk things could go south. It is not just about training them on how to handle complaints of sexual harassment - it needs a more holistic approach. ✅If you need help - its never too late. I have all the tools to support you with the new legislation, including running training sessions for employees and managers alike and carrying out a risk assessment with you, amongst other stuff. All tailored to YOUR business, generic wont do! DM me or contact me at Kate@runninghrltd.co.uk #HR #HRConsultant #Discrimination #SexualHarassment #Employers #HRManagers #HRBPS #HRAdvisors #BusinessOwners #CEOS #MDs #EmploymentLaw