Some workplaces thrive on fun ‘banter’ between employees.
But what happens when that banter is offensive and at the expense of someone’s genuine feelings?
The hard part is knowing when it’s crossed that invisible line and what to do about it.
That’s why Mint HR recommends the first thing to do is to set in stone, via policy or in your employee handbook, that your business is inclusive of all and that you’ll take reports of offensive behaviour seriously.
That should inspire confidence in your team that they will be listened to if they speak up.
But for that to work, you must back it up with action.
If someone reports that they feel offended, harassed or bullied by somebody else’s ‘banter’, you must listen to them, and evaluate what they say with an open mind.
Do not dismiss words as “harmless office jokes” if they are genuinely distressing to someone.
Remember, it’s the impact the remark has on the individual it was made to – not the intention.
Here’s our top tips for dealing with this issue:
- Evidence is important – so find out the facts. Interview all parties involved including witnesses.
- Do not jump to the defence of either party. You must be impartial.
- This isn’t a court of law, so you don’t need hard evidence. Identify what you reasonably believe has happened and be able to justify why.
- If you do find that banter has overstepped the mark, informal routes are always advisable if at all possible.
- Get the individual to apologise and/or arrange mediation between the parties.
- If the informal route fails – a formal disciplinary route is next.
Team Mint can support businesses with issues like this to make for a happier, more inclusive team culture.
