Rigid categories fail human diversity; embracing fluidity fosters true inclusion, the start of the tale?
- People and Culture
Sweetie/"beta" etc. become harassment when unwelcome, infantilising or undermining professionalism. Context & recipient reaction define appropriateness.
- PoSH
Positive representation educates audiences and models supportive behaviours. Here are some positive examples:
- People and Culture
Colleagues should offer support without prying, respect confidentiality, and share factual testimony if they witnessed events. They must never victim-blame.
- PoSH
The IC Presiding Officer must actively steer inquiries, ensure procedural fairness, manage dynamics & uphold PoSH's spirit - not merely rubber-stamp decisions.
- PoSH
Data challenges prejudices but must be paired with empathy to drive meaningful change.
- People and Culture
Rigid categories fail human diversity; embracing fluidity fosters true inclusion, the end of the road?
- People and Culture
Cultural nuance can cloud harassment issues. Aligned global policies, local guidance and multilingual training ensure understanding and protection.
- Anti Harassment
Zero PoSH complaints often signal fear, mistrust or poor awareness - not model compliance. Proactive culture audits are essential.
- PoSH
