70 - Reduction, Reporting, Response: Tackling Workplace Harassment

Welcome back to Blended! Today, we're taking on a difficult topic – workplace harassment. You might think that, in 2026, with the policies and procedures, DEI focuses and HR departments so many companies have in place, that workplace harassment is rare. But, unfortunately, you'd be wrong. Recent data released in the 2026 State of Workplace Harassment Report reveals that workplace harassment doesn't just remain prevalent, but that it also often goes unreported and unaddressed. So we have to ask ourselves: why? And how do we drive change in a climate that seems to be moving backwards? Today, a brand new panel will be diving into what workplace harassment really means, what it can look like, and establishing the right polices, reporting pathways, cultures and boundaries to make an impact for individuals, team and organizations. IN THIS EPISODE: [00.57] Introductions to our Blended panelists. · Kidde – Human Resources Executive · Victoria – ADHD and Women's Coach · Emeka – Operations and Distribution Leader · Sherica – CEO at Polished Consulting [09.40] The group explore what workplace harassment means, what it can look like, and what recent data released in the 2026 State of Workplace Harassment Report reveals about the realities of workplace harassment. · Non-consensual/unwanted · Microaggressions · Subtlety · Passive aggression · Constant 'prodding' · Violation of/infringing upon boundaries · Physicality · Language · Digital/social media · Intimidation · Isolation/Exclusion · Threatening · Safe spaces · Authenticity · Power · Reporting pathways · Cultures that prioritize productivity over people · Ability to say/hear bad things · Behavior vs character · Feedback · Taking things personally · Immigrant experience · Impact of intersectionality · Pros and cons of corporate America · Culture · Leadership · Intent "It's that unwelcome conduct that undermines your dignity, safety and sense of belonging. It's not limited to extreme behaviors, it's often very subtle. It's those persistent patterns that create hostile and intimidating work environments." Kidde "These high numbers reflect not only the behaviors themselves, but systemic issues and cultural norms – to be disrespectful, to erode boundaries, to take away people's ability to say no… These numbers speak to the imbalance of power." Sherica [43.29] The panel share their personal experiences, and the challenges of effective reporting. · Victoria's experience of sexual harassment · Retaliation · Accountability · Ego · Powerlessness · Identity · Remote working · Role of HR · Blame · Not wanting to be 'a problem' · Emotional intelligence · Harassment within specific groups, eg. women of color · Diversity · Learning from each other "It eroded all trust, professionally… And there was ego from my perspective – that had never happened to me before… I was affected by that identity change." Victoria "Normalize checking in with people about their day-to-day experience. Be very intentional about asking specific questions about work environment and culture… Normalize being present when there are no problems, so people feel comfortable coming to you when there are." Sherica [01.05.24] The group discuss policies and whether or not they actually make an impact, how people can communicate their boundaries in the workplace, and how organizations can shape robust policies and healthy cultures. · How much policies are observed, from the top down · Role of external consultants · Trauma-informed practices · Empathy · Training · Clarity/simplicity · Definition of prohibited behavior in context with examples · Investigation timelines · Consequences · Organization-sponsored therapy · Victimization · Bias · Conflict resolution · Team culture vs organizational culture · Fear · Mutual respect · Global culture · Leadership · Collaboration · Change management · Intercultural communication · Allyship "Policies are important and most organizations have them. The issue can be that policies aren't often followed… Every single person within an organization creates the culture." Kidde "Your polices need to be so clear that a third-grader can understand them." Sherica "If we're going to continue working in a remote world across cultures, intercultural communication is going to take up more and more space. We have to make space for differences." Victoria [01.29.11] The panel sum up their thoughts from today's discussion. "All of this work lives at the intersection of policy, leadership behavior and day-to-day culture." Sherica RESOURCES AND LINKS MENTIONED: You can connect with Kidde, Victoria, Emeka and Sherica over on LinkedIn.