The hospitality industry is facing renewed scrutiny as alarming new research exposes the heightened risk of sexual harassment among its workforce. A recent study from Sheffield Hallam University has found that hospitality workers in insecure employment are 60% more likely to report experiencing sexual harassment than the national average, with women being twice as likely to report harassment as men.
Further compounding these findings, a report by Hospitality Management Degrees revealed that while three in 10 women in the general workforce had been sexually harassed at work, that figure skyrocketed to nine in 10 women within the hospitality sector. These shocking statistics highlight the urgent need for stronger protections and proactive measures to address workplace harassment.
Often, it feels that this type of behaviour and negative culture is embedded in a workplace, so how can managers go about tackling this to ensure employee safety and wellbeing?
With searches for ‘sexual harassment’ rising by +65% (YoY) in the last month in the UK, taking total searches per week to over 6,000 (per month), here are some strategies* on how companies can tackle this from the top down:
- Identify the root causes
Conduct a thorough assessment to identify the underlying factors contributing to the negative culture. This can involve anonymous surveys, focus groups, or one-on-one interviews with employees to gather their feedback and insights. Employers then need to act on what they have gathered. Identifying root causes is just the beginning…
- Set clear expectations
Define and communicate the desired culture that aligns with the company’s values. Establish clear behavioural expectations and ensure that employees understand the consequences of behaviours that are inconsistent with the desired culture. If employees are not compliant with these clear expectations, take action.
- Provide leadership training and support
Equip managers with the skills and tools necessary to address and mitigate negative culture. Offer leadership training on effective communication, conflict resolution, and fostering a positive work environment. Support managers in their role as culture ambassadors. A company should ideally have several members of staff available to employees to reach out to in a safe and comfortable environment where they feel they will be listened to and that their concerns will not be brushed off.
- Encourage employee feedback and involvement
Create channels for employees to provide feedback, suggestions, and concerns about the culture. Establish mechanisms such as regular surveys, suggestion boxes, or employee feedback sessions to capture insights and involve employees in the culture improvement process. If there is a re-occurring theme, sit down with management on how to resolve this moving forward.
- Address toxic behaviours
Promptly address toxic behaviours and situations that undermine the desired culture. Provide training on diversity, equity, and inclusion, and enforce policies that promote respectful behaviour. Take appropriate disciplinary actions when necessary to maintain a healthy work environment. Do not let toxic behaviours go unchecked.
- Foster a culture of accountability
Hold individuals accountable for their actions and behaviours. Implement performance management processes that assess cultural fit and values alignment. Recognise and reward employees who demonstrate positive behaviours and contribute to a healthy culture.
- Seek external expertise if needed
In complex situations, consider engaging external consultants or HR professionals who specialise in culture transformation. They can provide an objective perspective, guidance, and strategies for combating negative culture effectively.
Remember, combating negative culture requires ongoing effort, continuous monitoring, and a commitment from leadership and employees at all levels of the organisation.
Guide provided Instant Offices
https://www.instantoffices.com/blog/category/reports-and-research/
