How can I support this work?
| NOTICE | NAME | ACT | |
| Individual | Your behaviour Behaviour of others | If you notice sexual misconduct, name it | Access support for yourself and others Report if able |
| Team | Team dynamic Inclusivity | If you notice sexual misconduct, name it | Role model inclusive behaviours Challenge team norms |
| Organisation | Do you feel safe? Are there explicit expectations around behaviour? | If you notice sexual misconduct, name it | Highlight concerns through your line manager, trade unions, staff networks |
Notice
The first thing each of us can do is notice, we need to be attentive to our work environment and the interactions of those within it.
As an individual notice your own behaviour and the behaviour of those around you. Do you feel comfortable with what you are seeing and hearing?
Thinking about your team are you comfortable with the way you come together as a group. Is it inclusive or might people feel uncomfortable? Could you be more inclusive?
From an organisational perspective do you walk into your place of work and have a clear idea of the behaviour expected?
Name
If we are seeing behaviours that fit the description of sexual misconduct then we need to name them. You can review a definition these behaviours here.
We need everyone in the room to recognise that the ‘banter’, the gifs, the intrusive questions support a permissive culture and in many cases fit the definition for sexual misconduct. We need our team members to recognise sexual misconduct in all its forms so we can improve our individual and group behaviours. This isn’t a conversation simply about illegal activity.
Act
We know that it can be difficult to act on what you experience or observe, but there are some simple actions we can all undertake.
We need to support individuals who experience or witness sexual misconduct and we need to support those whose behaviours need to change.
We know, and have discussed the barriers to reporting incidents- if you feel able we would advocate for reporting, at least using one of your organisations anonymous reporting mechanisms or the training surveys to flag areas that might be of concern.
In our teams we need to be having open conversations about the behaviours we want to role model and promoting inclusivity, and in our organisations we need systems and policies in place to safeguard our staff and promote healthy cultures. You can help by prompting healthy conversations in your workplace- through your staff networks, your EDI leads and anyone else who will listen!
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