Written by
Byrne Dean
No items found.
There's a critical difference between telling employees to speak up when they are uncomfortable at work, and actually creating a culture in which they do it. It's about trust - feeling safe. Ellie Herriot and I had a great open session with fantastic guests this morning looking at why and how to put an allies programme in place. We've summarised the key points in a pdf. and we'd be happy to talk to you about how it could help support your efforts to prevent harassment and raise awareness.
Related Articles
When the client is not always right: third-party harassment and the October 2026 duty
From October 2026, employers face new liability for third-party harassment under the Employment Rights Act. Helen Dallimore explores what the duty requires and why it is as much a question of culture as compliance.
Provision 29 and people risk: can your board declare your controls work?
Provision 29 requires boards to declare control effectiveness from Jan 2026. People risk - speak-up, harassment, conduct - counts. Most orgs lack the evidence. We can help.
Feedback in the workplace: leaders learning from real conversations
Leaders mean well, but feedback often harms. Real-world practice shows clarity, tailoring, silence and preparation matter more than intent or scripts today.
