There’s plenty on the world agenda to keep us all debating. Whether it’s views on the royal family, race and ethnicity, the environmental agenda, or women’s rights, there’s plenty to discuss.
Whilst many employers want to encourage conversation, sharing, and transparency, expressing (or not expressing) views can result in conflict and harassment claims. Here are a few little known facts about harassment claims:
- The employee who is offended does not need to possess the protected characteristic at the root of the claim. For example, a white employee could issue a claim about offensive comments made about another individual’s race;
- The offending comments do not need to be directed at the employee – simply experiencing an offensive environment is sufficient to bring a successful claim;
- The offended employee could have encouraged the offensive behaviour yet still have the chance of litigating successfully.
In the next update, we’ll share our views on supporting a balanced work environment without creating litigation vulnerabilities. If you’d like support with promoting equality, diversity and inclusivity, please get in touch here for further advice.