Recent reports claim that junior staff on the Strictly Come Dancing set have experienced verbal abuse and a toxic work culture. "Runners" have described being yelled at, insulted, and feeling too intimidated to report the behaviour, fearing it could harm their careers. One staff member recalled being shouted at so aggressively by a celebrity that he had to close his eyes to avoid spit. The stress from this environment has reportedly affected staff members' sleep and appetite.
Responses to the allegations
Reactions to these allegations have varied. Some staff members, including a choreographer and a beautician, expressed shock and disbelief, denying any experience of such treatment. BBC Studios denied any wrongdoing but acknowledged that some staff felt unable to speak up. They emphasised their commitment to addressing concerns through various channels, including an anonymous whistleblowing service.
Legal implications of a toxic workplace culture
A toxic workplace culture can have severe legal implications. Behaviours that constitute workplace bullying or harassment are unlawful under the Equality Act 2010. Workplace bullying can include the use of force, threat, or coercion to abuse, intimidate, or dominate others. Harassment involves unwanted conduct that violates a person's dignity. The verbal abuse described by the junior staff on Strictly Come Dancing could meet these definitions, making it a potential violation of the Equality Act. Whether such behaviour constitutes harassment depends on the circumstances, the perception of the person receiving the treatment, and whether it is reasonable for them to view it as such.
Addressing a toxic work environment
Employers have a duty of care to prevent toxic workplaces. This includes creating and implementing policies on workplace harassment and ensuring staff receive appropriate training to identify such behaviours. Employers should also be vigilant for signs of a toxic culture, such as excessive negativity, poor communication, and increased conflicts. Addressing these issues promptly can help mitigate the negative effects on both employees and the business. Encouraging an open, supportive environment and taking a firm stance against negative behaviours are crucial steps in addressing a toxic work environment.
Additional considerations
The case of KJ v British Council highlights the importance of handling complaints effectively. In this case, the employer failed to address the worker's complaints of sexual harassment adequately, leading to a successful claim of constructive unfair dismissal and discrimination. This underscores the need for employers to take complaints seriously and act promptly to investigate and resolve them. Similarly, the investigation into the Nursing and Midwifery Council revealed that unclear and poorly followed procedures for dealing with bullying and harassment can exacerbate a toxic work environment.
Further reading
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