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.
Why Collecting Misconduct Data Isn't Enough to Meet the New All Reasonable Steps Duty
Our co-founder and CEO, Gemma McCall, has written a piece for The HR Director exploring one of the most persistent gaps in workplace misconduct management: the space between collecting data and actually using it.
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The NDA Ban Under the Employment Rights Act: What It Means for HR
When you can no longer buy silence, you have to invest in safety. That's the shift HR teams now need to plan for. Some organisations have historically leaned on settlement agreements and non-disclosure agreements to resolve harassment complaints quietly, keeping the details contained and the reputational risk low. The Employment Rights Act 2025 closes that option down. Once the NDA ban comes into force, a culture of silence stops being something the law will let you enforce.
Third Party Harassment: The Blind Spot in Most Workplace Harassment Policies
Most harassment policies are built around one scenario: two colleagues, one incident. But a lot of harassment comes from outside the organisation - customers, clients, patients, delegates - and the law is catching up. Learn what third party harassment looks like in practice, where employer liability stands under the Worker Protection Act, and what changes from October 2026 under the Employment Rights Act, including a higher bar for "reasonable steps" and liability from the first incident.
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.
