Discussing reports and disclosures: Goldsmiths University of London
In this webinar, you’ll hear insight from Sarah Sievers, Executive Support Officer at Goldsmiths, and Gemma McCall, CEO of Culture Shift, on how to use data gathered through their reporting system to drive change.
Between them, they discuss Goldsmiths recent data release. It’s the second iteration of figures which are published on a yearly basis. Goldsmiths collect reports and disclosures on incidents of sexual harassment, sexual violence, sexual misconduct, domestic violence and stalking. During this webinar, Gemma and Sarah will discuss any trends in the data, what action the university has taken off the back of it, and how the institution plans to use this information to aid the prevention of future incidents.
This webinar will also be useful if you’ve already got a Report + Support system in place, but would like to gain some insight into how other universities or colleges use the system, and the data gathered through it.
What we're reading
Latest insights from the front lines of workplace culture.
The Junior-Senior Speak-Up Divide: What the Data Reveals About Hierarchy and Silence
Speaking up about workplace misconduct shouldn’t depend on where someone sits in the organisational chart. But as shown in The Culture Shifters Annual Report 26/27, it does. Junior employees are twice as likely as senior leaders to believe that speaking up is "pointless," with 54% holding this view compared to just 27% of senior leaders.
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.
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.
