Sector guidance to address staff student sexual misconduct in Higher Education
Catch up on this webinar to hear from The 1752 Group and McAllister Olivarius about their Sector Guidance.
The guidance includes recommendations for reporting, investigation and decision-making procedures relating to student complaints of staff sexual misconduct in Higher Education institutions. You can read it here.
The discussion, chaired by Gemma McCall, co-founder of Culture Shift covers how you can implement the recommendations every step of the way to form an end to end procedure which is fit for purpose.
She is joined by Anna Bull, co-founder of The 1752 Group and a senior lecturer in sociology at the University of Portsmouth, and Georgina Calvert Lee, Head of UK Practice and Senior Counsel at McAllister Olivarius.
The webinar covers best practices in each of these six key areas:
- Initial submission of complaint and risk assessment
- The investigation
- The decision-making procedure
- The review process
- Confidentiality of outcomes and protection of the complainant
- Data recording and management
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.
