Survey reveals widespread bullying and harassment of women in creative industries

Original source: Read the original article from The Guardian ↗

Factual summary

A survey conducted by Bectu union found that 69% of women in the creative industries reported experiencing workplace bullying and harassment in the past 12 months. This figure rose to 72% for disabled workers. Only 55% of incidents were reported, and 42% of those who reported felt the response was insufficient. Lisa Nandy described the findings as “deeply concerning”.

What happened

The Guardian reports on a Bectu union survey involving over 5,500 creative industry workers in non-performing roles. The survey found that 69% of women and 72% of disabled workers in the sector experienced bullying or harassment in the past year. More than seven in ten respondents believed toxic behaviours were tolerated, rising to eight in ten in unscripted television. While 61% of all creative workers witnessed or experienced such behaviour, only 55% reported incidents, and nearly half of those found the response inadequate. Despite efforts like the creation of CIISA and changes to NDA laws, concerns persist regarding reporting reluctance, particularly among freelancers, and the effectiveness and funding of new initiatives.

Why this matters

This report highlights critical issues in workplace culture, particularly the prevalence of bullying and harassment and the perceived inadequacy of reporting mechanisms and responses. For employers, it underscores the importance of fostering a safe environment, ensuring effective grievance procedures, and addressing power imbalances that may deter reporting. The findings suggest that existing policies may not be sufficient or effectively implemented, leading to a loss of skilled workers and reputational damage. It also points to the need for clear communication about support structures like CIISA and robust enforcement of new legal protections against NDAs silencing victims.

UK workplace relevance

The survey's findings, while specific to the creative industries, reflect broader challenges in UK workplaces regarding bullying and harassment. It demonstrates the potential for high prevalence rates, particularly among specific demographic groups, and the common reluctance to report incidents due to fear of reprisal or perceived ineffectiveness of internal processes. Employers across all sectors should review their anti-bullying and harassment policies, ensure accessible and trusted reporting channels, and provide adequate support for those who come forward. The discussion around NDAs and whistleblower protections is relevant to all UK employers seeking to maintain a fair and transparent workplace culture.

What an employee may wish to document

• Maintain a detailed, chronological record of all incidents of bullying or harassment, including dates, times, locations, and specific behaviours observed or experienced.
• Document any attempts to report incidents, including who was informed, when, and the nature of the response received.
• Keep copies of all relevant communications, such as emails, messages, or formal complaints, related to the incidents and subsequent actions.
• Record the names of any witnesses to incidents, if applicable, and details of what they observed.
• Note any perceived impact of the incidents on well-being, work performance, or career progression.
• If seeking external advice or support, document the details of these interactions.
• Retain records of any training or policy documents provided by the employer regarding bullying and harassment.

Related guidance and tools

ACAS guidance · How to document workplace bullying · Workplace incident log

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