How to use insights from anonymous reports effectively
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What tangible action can you take when you receive a number of anonymous reports and identify a potential toxic culture within a your institution?
So, you’ve received a number of anonymous reports, and they’re all relating to one particular area or faculty within your institution… what can you do with that information?
Licensees of Report and SupportTM up and down the country often ponder that exact question, and this podcast will provide you will some helpful guidance on what tangible action you can take with the data gathered through your reporting system.
The podcast is led by Gemma McCall, co-founder of Culture Shift (the organisation behind the Report + Support system), and Kelsey Paske, the Preventing Sexual Misconduct Manager at UCL (University College London.)
Between them they discuss UCL’s innovative approach to taking action, and how they work with the trends they identify to take a proactive approach to tackling toxic cultures and behaviours on campus. Kelsey will be discussing the newly launched Environmental Investigations initiative that is currently being trialed at UCL – an initiative specifically designed to use the data and information they gather to take a proactive and preventative approach.
Environmental Investigations allow UCL to understand many things about the data including the context of anonymous reporting, barriers to reporting and key interventions that would be useful to prevent in future.
What we're reading
Latest insights from the front lines of workplace culture.
What Happens Before a Misconduct Panel? Lessons from the University of Sussex
At a recent Community of Practice session, colleagues from the University of Sussex shared how they've strengthened their student misconduct processes. One insight stood out: successful outcomes don't start in the hearing room. They start long before a panel is ever convened.
The Tribunal Risk HR Leaders Can't Ignore
Featured in HR News, our latest research in the Culture Shifters Annual Report 26-27 reveals a stark gap between how confident HR professionals feel about sexual harassment compliance and what they can actually prove. Of 300 senior UK HR professionals surveyed, 91% said they're confident their organisation could evidence taking "all reasonable steps" to prevent sexual harassment if challenged today. But when asked to demonstrate specific measures, the evidence often isn't there. Only half can show clear reporting processes are in place. Only a third have measures to prevent retaliation.
The Hidden Costs of Workplace Misconduct in Financial Services
Join Ash McDowell, Chief Financial Officer at Culture Shift, and Christine Bonney, Head of Culture Transformation, as they explore the true cost of workplace misconduct in financial services and what organisations can do to reduce both risk and cost.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
