“Anatomy of a Scandal” exposed flawed victim tropes. Embracing nuanced survivor accounts and evidence-based inquiry ensures fair workplace processes.
- Anti Harassment
Misgendering harms cohesive workplace environments; practising pronouns shows basic respect for colleagues. Here's how we think you can do it best:
- People and Culture
Gaslighting at work (veiled criticism or blame-shifting) erodes confidence. Recognise patterns early to safeguard wellbeing and restore trust at work.
- Anti Harassment
Consent Part III explores informed, enthusiastic agreement. Respecting autonomy, ensuring clarity and prioritising communication builds safe relations.
- Anti Harassment
Consent Part II reveals how law and power shape agreement. Boundaries, choice and respectful negotiation are key to integrity and mutual understanding.
- Anti Harassment
Consent means clear, voluntary agreement without pressure. It requires capacity, awareness and ongoing affirmation which are the foundations of trust and respect.
- Anti Harassment
Preventing gendered harassment requires inclusive policies, open reporting and allyship. Targeted training and accountability help shift workplace culture.
- Anti Harassment
Workplace compliments should be respectful, genuine and context-aware. Focus feedback on effort, skill and achievements, not appearance or personal traits.
- Anti Harassment
Is ‘harmless’ behaviour worth harsh penalties? Consider intent, impact and consistency. Investigations must balance fairness, evidence and accountability.
- Anti Harassment
