Addressing the Gap Between Reporting and Prevalence of Bullying
.png)
Bullying and harassment remain significant challenges across education and workplace environments, yet reporting levels continue to fall far below actual prevalence. In many cases, people do not stay silent because reporting routes are unavailable, but because they are unsure whether they will be believed, supported, or safe after speaking up.
In this on-demand webinar, Gemma McCall and Vicki Baars explore the complex relationship between reporting, trust, culture, and psychological safety. The session examines why organisations can have policies and processes in place, but still struggle to create environments where people feel confident coming forward.
Drawing on insights from higher education and broader workplace culture practice, the discussion looks at what organisations can do to better understand barriers to reporting and take meaningful, proactive steps to address them.
Throughout the webinar, Gemma and Vicki discuss:
- Why bullying and harassment are often underreported
- The impact trust and organisational culture have on reporting behaviour
- How data and reporting insights can help organisations identify patterns and areas of concern
- The role of consistent, everyday actions in building psychological safety
- Practical ways to strengthen engagement, trust, and confidence in support systems
The session also explores how organisations are using data-led approaches to move beyond reactive responses and take earlier, more informed action to support their communities.
Whether you work in higher education, HR, safeguarding, EDI, people and culture, student support, or organisational leadership, this webinar offers practical insight into creating safer, more responsive environments where people feel heard and supported.
Watch the webinar on-demand to learn how organisations are closing the gap between the prevalence of bullying and the number of people who feel able to report it.
.png)
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.
