Racial Harassment: Universities Challenged
Catch up on our webinar, which took place 6 months on from the release of the Equality and Human Rights Commission (EHRC) eye opening report ‘Tackling racial harassment: universities challenged‘.
Our host is Gemma McCall, co-founder and CEO of Culture Shift, developers of the original Report and Support system. She was joined by Mark Wright, of the EHRC and Dr Nicola Rollock.
The report shone a welcome light on staff and student experiences of racism at universities, and the apparent complacency in tackling issues. During this discussion we talked about what action has been taken since the release of the report, and how much more remains to be done.
What we're reading
Latest insights from the front lines of workplace culture.
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.
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.
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.
