2 Key HR practices in relation to EDI: the example of bullying and harassment

So far you have considered what EDI is and both the legislation and organisational policies that may exist concerning EDI. However, HR practices are diverse. Specifically, HR professionals develop practices of applying the EDI legislation.

For example, people may face discrimination and exclusion not only because of organisational and institutional issues but also because of the actions of individuals. While the latter may be the actions of an individual rather than an organisation, an HR professional may nonetheless be required to mitigate those actions. What you will now consider is how you might take positive action in the workplace to reduce bullying and harassment.

In the UK, bullying is not unlawful but harassment is unlawful when it relates to the protected characteristics under the terms and provisions of the EqA 2010. Harassment is unwanted behaviour that may make a person feel offended or intimidated and may include:

• unfair treatment
• creating and spreading malicious rumours
• regularly picking on or undermining someone
• denying someone promotion or training opportunities.

While harassment, and particularly harassment because of protected characteristics, may be unlawful, it is nonetheless common in work environments and may even be considered as acceptable in some organisations. For example, Kensbock et al. (2015) discuss the sexual harassment of room attendants in five star hotels, Good and Cooper (2016) describe sexual harassment in service sector employment, and Ozkazanc-Pan (2018) discusses sexual harassment at work post the #MeToo movement. Indeed, prior to #MeToo, harassment was normalised in some sectors whereby a victim’s employment could end if they objected. There is a long history of, for example, women being sexually harassed at work who then found that their employment ceased when they complained.