This year’s “All In” Census Data revealed that 36% of people (out of almost 19000 people that took part) are hesitant to report sexual harassment due to perceived impact it may have on their careers. This alarming statistic reflects that we still have so far to go in our journey in eradicating sexual harassment within the workplace.
With Christmas rapidly approaching (and the ads out in full force), this issue is front of mind for senior leaders, and they will be looking to put educational measures and the timeTo training platform is the system that exists to help with just that. However, how do we get these leaders to see that taking the training is a positive move for agencies and businesses and eradicate the fear that by taking part it looks as if there is a problem within the company?
Hearing from genuine endorsers of the training is way we are aiming to shine a light on how updating reporting procedures and taking part in the timeTo training ensures agencies can put learnings into action and create a safe space for all. We asked 4 of timeTo’s endorsers some questions on their experience with the training and how it has positively impacted their agency.
Here’s what they had to say.
Ally Tyger-Doyle - DIVERSITY, EQUITY & INCLUSION LEAD, EMEA MiQ
Having completed the timeTo training how has it positively impacted the company culture?
MiQ completed two tracks of Sexual Harassment Prevention training. We have already completed training all employees across our EMEA and UK divisions with another provider. NABS timeTo training was the second part, where we focused on some of our most senior leaders in the UK. It was the perfect refresher and allowed for industry context in a way our other training providers could not.
This was invaluable with our senior leaders as you could see the topic resonated with them differently. They could see how this aligned us with our clients and industry partners more clearly, enabling us to support NABS and the industry All In 2023 census actions.
Following the training, have you put any measures in place to update your reporting procedures and policies, or any other actions that would support your staff if the occasion ever arose that they needed to report sexual harassment?
We have already done a lot of this ahead of completing the NABS timeTo training, though, we have had a continued comms drumbeat throughout 2023 in the UK to ensure duty of care for managers is top of mind and our MiQ'ers know where to get support and report, developing our speak out culture and that MiQ will take action (when needed) is an ongoing continuum. We are also looking to see if we can get MiQ'ers to complete this training annually.
From your personal experience with the timeTo training, how has it enhanced your understanding of workplace safety and inclusion and why would you recommend others take the training?
NABS TimeTo training was excellent. It was great at outlining the law and the definitions engagingly. The training was well thought through to support all employees and encouraged self-reflection and action and collective action. It was one of the most intersectional trainings we have completed in this area.
Very interactive and inclusive, two hours went really quickly as it engaged our most senior leaders in reminding them of their duty of care in an open and non-judgmental forum. Therefore, the timeTo training can be used as foundational training and a yearly refresher. Our DEI EMEA team are proud to endorse this training.
Bryan Scott - ozoneproject
Having completed the timeTo training how has it positively impacted the company culture?
The first session of timeTo training we participated in consisted primarily of Ozone's senior leadership team, and probably the best way to understand how it positively impacted us was through the fact that we immediately booked a second session for our wider team. While we pride ourselves in being very open and transparent with our colleagues, the timeTo training reminded us of the need to be explicit with our team that we would not tolerate any form of harassment that makes them feel uncomfortable.
While the frameworks for dealing with sexual harassment issues already existed, it was incredibly important for us that our team could feel comfortable reporting any form of harassment and that this would be dealt with seriously. One of the most telling signs that this had really landed was when one of our more junior members of staff told me that as as result of the training – and indeed the openness of the business around the topic – she now would feel at ease calling out any inappropriate behaviours either within our business, or in any future employment.
Following the training, have you put any measures in place to update your reporting procedures and policies, or any other actions that would support your staff if the occasion ever arose that they needed to report sexual harassment?
Our staff handbook has always contained guidance on dignity at work, which includes actions on sexual harassment.
However, following the initial training, we have made a conscious effort to bring this to life, with quarterly reminders of reporting procedures in our regular town halls. In addition, we are currently reviewing our wider employee policies and will be using the timeTo Code of Conduct to inform best practice on the subject.
From your personal experience with the timeTo training, how has it enhanced your understanding of workplace safety and inclusion and why would you recommend others take the training?
I'd like to think that most of us know the 'big things' that are wrong when it comes to sexual harassment and that most people would agree that they have no place in the modern workplace. However, what the training is excellent at reminding us of is the 'little things' that may seem insignificant and trivial to one person, but could be very hurtful and damaging to another.
The training is an excellent reset for that, and while we had some healthy debate around the nuances of what might be deemed unacceptable, every participant left the room reframing their own and the company's boundaries of appropriate workplace behaviour.
Paula Joannou, Chief People Officer and Sufia Hussain, IE&D Director at Wunderman Thompson
Having completed the timeTo training how has it positively impacted the company culture?
At Wunderman Thompson, we are committed to creating a culture where people feel safe and that they belong. The timeTo training sends a strong signal to our employees that we have zero tolerance to any form of harassment and will do what’s required if an incident is ever to occur.
The people across the organisation who have attended the training have learnt so much more about how sexual harassment can show up in professional space and recognise the importance of ongoing investment in learning and development and implementing the Code of Conduct as the next step.
Following the training, have you put any measures in place to update your reporting procedures and policies, or any other actions that would support your staff if the occasion ever arose that they needed to report sexual harassment?
As a WPP agency, we are aligned with all their bullying, discrimination and harassment policies and are working towards embedding the timeto recommended Code of Conduct.
From your personal experience with the timeTo training, how has it enhanced your understanding of workplace safety and inclusion and why would you recommend others take the training?
I found the Time2 training not only invaluable in raising awareness of sexual harassment in the workplace but it also gave me a level of reassurance as it provided me with the tools and confidence to call out and manage any inappropriate behaviours.
We have a duty of care to our people and commit to providing a safe workplace with a zero-tolerance policy towards harassment. By launching the Time2 training agency and incorporating it into our core training programmes, it demonstrates our drive to make positive change. I believe with the commitment of our senior leaders and employees we can make progress towards eliminating sexual harassment in the workplace.
Educating our people is key and I would advocate all agencies to include Time2 training in their L&D plans.
Shiv Shivani - Sky Media (People Projects Manager)
Having completed the timeTo training how has it positively impacted the company culture?
By completing the training, it has encouraged everyone to be much more considerate of the environment we want to foster at Sky Media and how daily interactions can make a huge difference to our culture.
Following the training, have you put any measures in place to update your reporting procedures and policies, or any other actions that would support your staff if the occasion ever arose that they needed to report sexual harassment?
We now have a group of TimeTo volunteers from across Sky Media, and we have actively cascaded the Sky policies & procedures we have in place, as well as the support available from NABs to ensure everyone is aware of what support is available should the need arise.
From your personal experience with the timeTo training, how has it enhanced your understanding of workplace safety and inclusion and why would you recommend others take the training?
The training has helped to provoke conversations and discussions, particularly amongst senior leaders in our business so that there is greater awareness and understanding of how our behaviour & words can impact others regardless of the intention.
It has also raised many questions around social media in particular and an employer’s responsibility in this area with external facing clients.
