Culture Shift

Maybe 2024 isn't about doing things new, it's about doing them better? We're not reinventing the wheel with our 2024 ED&I calendar, we're simply making the wheel run smoother. This isn't just a list of dates; it’s a go-to resource for navigating what can often feel like a maze of significant ED&I events throughout the year. No more frantic Google searches or missed opportunities to recognise, celebrate, or address pivotal ED&I milestones. It’s all right there, at your fingertips... plus, it syncs easily with your work calendar. We’ve curated links and resources to signpost you right to the information you need. From historical context to actionable strategies, this toolkit empowers you to take meaningful steps forward in your ED&I journey. Download the 2024 ED&I calendar now, from Culture Shift, your partner in culture transformation.

🏫 Transforming Campus Culture at UCL 🏫 We're always keen to share our collaboration with University College London (UCL), where we’ve helped foster a safer, more inclusive environment for over 50,000 students and 16,000 staff. The Culture Shift platform was introduced in 2019 as part of their #FullStop campaign to address and prevent bullying, harassment, and #SexualMisconduct within the university community. UCL has empowered its community to report and address issues related to harassment, bullying, and discrimination. The result? A significant step toward a supportive and respectful campus culture. ➡️ Access the full case study link here: https://bit.ly/3Mog1xg 🔍 Key Highlights: A seamless integration of the reporting tool across the UCL campus. 24/7 accessibility for all students and staff members. Real-time data insights to proactively address and resolve issues. UCL’s commitment to well-being and inclusivity continues to set high standards in higher education. We’re proud to be a part of their journey to disrupt toxic and harmful behaviours in #HE and to provide valuable software to enable these changes 🌟 #HigherEd #CampusSafety #CultureShift #UCL #InclusiveEducation #Wellbeing #StudentSuccess

🧠 1 in 5 of us have taken time off work in the last year due to poor mental health caused by pressure or stress. Mental Health UK has found that fast-paced environments and other stress factors are increasing the risk of burnout in workplaces. Company culture should hold employee wellbeing as a priority, not an afterthought. ➡️ So, as a HR professional, what can you do to reduce the risk of employee burnout? Not forgetting your own wellbeing and mental health must be protected, too. There are #HRTools that can reduce the risk of burnout in workplaces. Reporting software helps to identify toxic behaviours like #Harassment and #Discrimination that will help to reduce burnout risks and increased stress in the workplace. 💡 If you’re ready to improve your workplace culture for good, check out our cultural transformation strategy: https://lnkd.in/e9fiPFmC You can reduce the risk of employee burnout by: ✅ Identifying toxic behaviours early on Preventing escalation of stress and burnout by dealing with workplace issues promptly. ✅ Empowering employees to speak up When employees have an anonymous, user-friendly method of reporting inappropriate workplace behaviours, they can feel valued and respected, reducing feelings of powerlessness. ✅ Promoting a culture of transparency You work hard to encourage a positive workplace culture in your role. Transparent processes help to build trust within an organisation. The knowledge that your company is committed to addressing issues fairly and consistently can ease employee anxiety. ✅ Supporting mental health When employees experience discrimination or harassment, it takes a significant toll on their mental health, contributing to burnout. HR tools like Culture Shift help signpost employees to supportive resources. ✅ Creating a safer, more inclusive environment Workplaces that use reporting tools to address harassment and discrimination are more likely to foster a culture of respect and inclusion. This positive work environment helps employees to feel valued and respected, decreasing the likelihood of burnout. ✅ Data-driven interventions Targeted interventions like training programmes and policy changes can address underlying issues before they contribute to widespread burnout. ✅ Building psychological safety When employees known their concerns are taken seriously, they are more likely to feel psychologically safe at work. This sense of safety reduces chronic stress and anxiety- decreasing risk of burnout. Robust reporting tools helps companies address harassment and discrimination in the workplace and also creates a healthier, more supporting workplace that actively prevents employee burnout. Follow us for more #HR and #CultureTransformation tips 🛎️ #HRTech #EmployeeExperience #WorkplaceCulture #EmployeeWellbeing #HRSoftware #Burnout #DigitalHR

⚠️ You have been notified of a staff-student sexual misconduct disclosure. How confident are you in your ability to tackle this per the new OfS regulations? Staff-student intimate relationships have been a long-standing concern for the #OfficeforStudents. Last month’s new conditions for HE institutions, among other new regulations, take steps towards transparency of existing and new staff-student relationships. Our CEO’s response to the new regulations for HE institutions that promote proactivity can be accessed here: https://bit.ly/46UvYoh Power dynamics in the workplace and HE increase the risk of #SexualHarassment for vulnerable groups- students are in this category. There is recognition from the #OfS that HE institutions are making steps towards the prevention of sexual harassment and misconduct. However, the progress is too slow and inconsistent with the levels of concern and the need for immediate action. 90% of students who experienced #SexualAssault or #SexualViolence in the last year did not report it to the police. Confidence in addressing staff-student misconduct disclosures and complaints in HE comes from the experience of cases managed effectively and lessons learned. There is little room for trial and error when managing such sensitive cases as a #HRLead. We have teamed up with The 1752 Group to run an online, interactive training CPD session about how to address staff-student sexual misconduct disclosures and complaints in HE. The session runs on the 24th of September 2024, 1pm- 5pm, tickets are available from the link below 👇🏽 #HRCPDSessions #HRTraining #SexualHarassment #SexualMisconduct #CultureShift #SexualViolence #HRTools #TechforGood

Do these figures on power-dynamic sexual harassment surprise you or confirm what you already knew? 👇🏽 Whether you have experienced sexual harassment at the beginning of your career or still experience it today, you are not alone. ➡️ 52% of #HE staff have directly experienced #SexualHarassment in the last five years- 70% of the incidents are ongoing patterns of unwanted sexual behaviour. ➡️ 40% of university students have directly experienced #SexualMisconduct on campus. How does a power dynamic influence these figures? The power structure found in HE can increase the risk of experiencing unwanted sexual behaviour for professionals at all levels due to possible ramifications attached to speaking out. Those in the category of low structural power are at an increased risk. ⚫️ Students (especially postgraduate students) ⚫️ Research fellows ⚫️ Staff on insecure contracts ⚫️ Staff working their probation period ⚫️ Early career HE staff ⚫️ Staff with senior managers Who is responsible for providing a voice to those most vulnerable to staff-student and staff-staff misconduct in your setting? Reporting ‘small’ incidents of sexual harassment with confidentiality and confidence helps to give those most vulnerable the voice to #SpeakOut about unwanted sexual behaviours in HE. ✔️ We help HE and FE organisations to listen, support, analyse and activate change against unwanted sexual behaviours for students and staff. Find out more about what we do: https://bit.ly/4ctZpih #SexualHarassment #SexualMisconduct #CultureShift #SexualViolence #HRTools #TechforGood

The most vulnerable groups to sexual harassment in the UK are ⬇️ #SexualHarassment is the most common type of harassment experienced in the workplace. Survey findings from industry trade unions show consistent patterns across private, public-facing, and education sectors for demographics most vulnerable to experiencing sexual harassment. ➡️ Vulnerable groups ⚫️ Women of any age ⚫️ Women between the ages of 16-34 in education and the workplace ⚫️ Black and minority ethnic women ⚫️ The disabled community ⚫️ The LGBTQ+ community ⚫️ Public-facing sectors (like education and the #NHS) ⚫️ Workers in insecure fields (media and entertainment and freelancers) ⚫️ Migrant workers ➡️ ‘It doesn’t happen here’ Only 30% of employers are made aware when an employee experiences sexual harassment in the workplace. Highlighting the importance of reporting mechanisms that encourage employees to have a voice (with optional anonymity). ➡️ Your duty from October 2024 The Worker Protection Act comes into force on October 26th, 2024. This means all employers ‘must take reasonable steps to prevent sexual harassment of employees in the course of their employment’. Companies must take proactive measures to actively prevent sexual harassment in the workplace. Want to find out more about how The Worker Protection Act will impact your company? Find our easy-to-read blog in the comments below ⬇️ We regularly talk about preventing #SexualHarassment #BullyingandHarassment in the workplace. Press the 🛎️ on our page to be notified when we post. #CultureShift #WorkersProtectionAct #WorkplaceBullying #SexualViolenceStatistics #SexualHarassmentUK

Sexual harassment figures in the UK are misleading… here’s why ⬇️ The number of reported cases of sexual harassment is significantly lower than true figures due to reporting reluctance. It’s estimated that 5/6 females and 4/5 males do not report a sexually violent incident that has occurred. Mirrored also in the Higher Education community, with a study from Brooke’s University finding only 8% of sexual misconduct incidents are reported. ➡️ There are common themes found in all leading research into #SexualHarassment and #SexualMisconduct in workplaces and universities 📈Females are more likely to experience sexual harassment- minority females are likely to be in ‘double jeopardy’. 📈Males are most likely to be the perpetrators of unwanted sexual behaviour. 📈In the workplace, sexually harassing behaviours are likely to be experienced by a person in a less superior position than the perpetrator. 📈There is evidence from OfS to show sexual misconduct can occur between university staff and students. 📈People with a disability or a part of the LGBTQ+ community are disproportionately affected by unwanted sexual behaviour. ➡️ Why are cases of sexual harassment and misconduct not reported? Unwanted sexual behaviour is often not reported due to fears and concerns around Career progression impact Treatment after disclosure Lack of action Confidence if ‘worthy’ of reporting Lack of reporting process Anonymity and confidentiality ➡️ How to encourage the reporting of unwanted sexual behaviour From October 2024, the #WorkersProtectionAct, paired with the recent #SexualMisconductConditions from OfS will empower workplaces and HE institutions to take active steps to prevent sexual harassment. ✅Review current #SexualHarassmentPolicies ✅Ensure policies mirror your organisation’s values ✅Educate and empower through training ✅Accessible reporting platform ✅Act on reports of unwanted sexual behaviour ✅Support the reporter Our resources section shares free resources to help you with your next steps ⬇️ #CultureShift #SexualHarassment #SexualMisconduct #SexualViolenceUK #OfS

Which type of planner describes your company best when it comes to DEI awareness dates? ⚫️ Last-minute social poster ⚫️ Traditional tick-off ⚫️ Long-term planner DEI awareness dates are ever growing, so how do you decide as a company which are the important ones to recognise? ➡️ Why are DEI awareness dates important? To recognise the different historical achievements and struggles and to increase understanding of all that the awareness date stands for in your company. The impact of recognising a #DEI awareness date can be profound for your staff- taking steps to make all of your team feel valued and a sense of belonging within your company. Recognising DEI awareness dates goes far beyond a token social post on the designated date or month. Companies with a strong inclusive culture take their social responsibility seriously. Taking DEI awareness dates as an opportunity to raise further awareness of the change needed inside and beyond the company. Every one of us is on a continually shifting DEI journey, learning about different cultures, changing progress and regressions in areas of #Diversity #Equality and #Inclusion. So, how do you choose which DEI dates to recognise? The most straightforward answer is via consultation. Plan discussion times through the year with your community of people to gather information on the important DEI dates for them. ➡️ How to recognise DEI awareness dates in your company… To avoid ‘celebrating’ token days through a slight company social nod, think bigger. 📕 Education around the topic ✅ CPD training tailored to those issues ✏️ Policy reviews to mirror the change you want to see 🔊 Encourage your employees to #SpeakUp if they witness or experience any forms of #Discrimination #Harassment or #Bullying in the workplace related to DEI. Not sure which dates in 2024 are around the corner? We have an #EDICalendar for you to download. Check out the link in the comments. #DEIHolidays #WorkplaceInclusivity #DiversityAndInclusion #CelebrateDiversity #CultureShift #WorkplaceCulture

Many organisations don’t make it past step 1 👇🏼 With so many organisations #WorkingRemotely, preventing virtual harassment is essential. On Tuesday, we defined #VirtualHarassment. Today, we share a 7-step guide to preventing online abuse in the workplace ⬇️ 1 in 5 victims of harassment experienced the behaviours online. 👀 How far is your company going to prevent harassment? ⬇️ 1. Awareness of behaviours Step 1 is setting an organisational wide understanding of what constitutes harassment and the process to follow if harassment is experienced or witnessed. Some companies start and end here. If your company is at step 1, good news. Your workplace culture is about to improve tenfold. 2. Understanding of virtual harassment Virtual harassment manifests itself differently from in-person harassment. Virtual conversations (especially video calls) can leave employees vulnerable to harassing behaviour. Only a few years ago, we were thrust into the world of #RemoteWorking. Whether you’re tech-savvy or brushing up on your knowledge, it is essential to understand the different ways virtual harassment can present. 3. Improving culture ethos True culture change must have buy-in from all in order to be successful. Your company’s stance on harassment should be clear. Mirrored in your policies and how they are implemented. If you aren't sure what your next steps are, we’re here to help. We’re your expert partner in culture management - and we can meet you where your starting point is. 4. Objective reporting systems Humans are all judgemental. Intentional or not, we all have perceptions of what the ‘right way’ to solve a problem is. Equally, we all have varying levels of tolerance for what constitutes harassment. By removing subjectivity from the reporting and case management process, you ensure that everyone has an equal and consistent experience in resolving issues. 5. Data-driven strategy Information must be gathered, including the good, the bad, and the ugly, to prevent serious workplace incidents related to virtual harassment. 🔈Data is loud- if you are listening. Your employees must have a voice to share concerns and incidents. 6. Tailored CPD training Blanket approach trainings have minimal impact on targeting department or issue-specific concerns. Tying into the data collected from employees, trends, and insights will highlight necessary areas of training. In the areas of #Diversity #Inclusion and #Equality or broader. 7. Continued support When a harassment concern or incident has been reported, the after-support can be limited. The final step for prevention is support and education. We offer a range of tailored support resources for all, making sure active steps are taken to prevent and support your organisation. ➡️ What’s next? Chat to us and see if Culture Shift is the right fit for you. 🛎️ on our page to be notified of posts. #VirtualHarassment #OnlineSafety #WorkplaceCulture #CultureShift

Understanding signs of virtual harassment is not optional for your organisation- it’s essential. What is virtual harassment? Durham University defines virtual harassment as ‘The use of technology to repeatedly cause harm by threats, embarrassment or humiliation online’. We often think of online bullying as a by-product of social media platforms for children and young people. But as so many organisations have moved to #remoteworking in the last four years, online harassment in the workplace happens. 💻 Virtual harassment can be through email, business messaging apps like Teams or Slack and video call. Not only does it impact the professional productivity of your staff, it can have the same damaging effects children and young people experience with online bullying. How can virtual harassment impact your employees? ⚠️ Increase feelings of stress and anxiety ⚠️ Feeling of powerlessness ⚠️ Previous trauma can be triggered ⚠️ Impact on self-esteem ⚠️ Trouble sleeping and eating ⚠️ Reduction of professional performance ⚠️ Fear of safety ⚠️ Withdrawal from in-person company events ⚠️ Increased likelihood for stress-related absence from work ⚠️ Uncomfortability within the company and high staff turnover. Do you prioritise the prevention of virtual harassment in your organisation? Tomorrow’s post shares just how to do it- click the 🛎️ to be reminded when tomorrow’s post is live! #OnlineHarassment #WorkplaceSafety #CultureShift #EmployeeWellbeing #CorporateCulture #CultureShift