Navigating Workplace Culture in a Youthful IT Team

A Case Study highlighting the evolving nature of Consent, Comfort and concept of Boundaries, to use in a POSH or DEI Workshop to increase Employee Engagement.

A tale of camaraderie that took an unexpected turn -

‘…when he refused to share the joke with her, the colour drained from her face…’

Background: In a dynamic IT firm, an enthusiastic, tech-savvy and predominantly Gen Z team was known for its progressive and open-minded culture. The team members consisting of young men & women, often engaged in light-hearted banter, provocative teasing, and used casual language & slang that was marked by youthful liveliness. They often enjoyed a good laugh, frequently throwing compliments and jabs at each other. Videos and photos of pranks and playful moments were frequently shared within the team, and folks would mock & giggle while replaying them. In their world, work was not just about accomplishing tasks but also having a blast while doing it. All employees, including female team members, were or at least ‘acted’ cool as a cucumber and actively participated in the camaraderie.

The Issue: One of the female team members, Sana, who was an enthusiastic participant in this culture, recently filed a Sexual Harassment complaint against their manager, Michael. The captain of this spirited team, Michael, had a penchant for using colourful language. He was known for his use of vulgar language and occasional innuendos, which no one seemed to mind. Even the girls were accomplices as they would send smileys, heart emojis and join in the laughter. Sana was one of them. She claimed that she had ’tolerated,’ and even ’sportingly participated‘ in the joking and leg-pulling on various occasions, to blend in. However, she felt that a line had been crossed when a particular incident made her uncomfortable, leading her to file a formal Sexual Harassment complaint consisting of several allegations. What was this incident that became the last straw to break the proverbial camel’s back? (This incident is revealed further below.)

The Opposition: When Michael came to know that the Sexual Harassment complaint was filed by Sana, he was livid with anger. He demanded to know, and probably half the team wanted to know as well- Can a girl who always joined in the laughter now suddenly turn around and file a Sexual Harassment complaint? Isn’t she also at fault for:

1) joining in the laughter and sending heart emojis?

2) not making the complaint earlier?

3) not telling the manager at the time of incidents that she was going to file a complaint?

He speculated and alleged that she was being revengeful of him for giving her night shifts as she had made a request that she be given only day shifts. He strongly believed that girls can’t have it easier than guys while drawing same salary and demanding gender equality. They ought to put in the hard work too.

Discussion Questions for the Workshop:

1. How does the workplace culture in the case study affect employee behaviour and interactions?
2. What are the challenges of maintaining personal boundaries in a close-knit and playful work environment?
3. What are the responsibilities of leaders/managers in shaping workplace behaviour and culture?
4. How can organizations promote a respectful and inclusive workplace culture while still allowing for camaraderie and friendly banter?
5. What steps should an individual take if they feel uncomfortable in their workplace due to the behaviour of a colleague or manager?
6. How can reporting mechanisms be improved to encourage individuals to come forward with their concerns?

Key Topics to Elaborate in the Workshop:

Understanding Workplace Culture: The case study underscores the importance of recognizing the prevailing workplace culture and how it can influence employee behaviour and interactions. In a culture characterized by camaraderie, playful teasing, and informal language, it's crucial to establish boundaries and identify acceptable behaviour. It’s also imperative that employees understand the concept of boundaries through activities and training. They must not just be well-versed with acceptable behaviour but also be able to identify unacceptable behaviour by evaluating several examples and plausible scenarios, and how one may inadvertently cross someone’s boundary.

Consent and Comfort: Grasping the concept of consent and comfort may be elusive for some but essential. Team members, including Sana, actively participated in the team's jovial atmosphere, but it is critical to remember that comfort levels can evolve, and what was acceptable at one point may become uncomfortable over time. It must be understood and respected that a person may choose to file a complaint even if they previously participated in similar activities. Consent has to be understood as ongoing. Also, consent must always be freely given, and this is not possible between a manager and a subordinate due to the power a person in authority holds. Therefore, consent between a senior and a subordinate is always seen as forced.

Boundaries: The case raises questions about individual boundaries and personal responsibility. Participants should discuss the importance of recognizing when workplace behaviour crosses the line and that it is their responsibility to respect other’s boundary. Sexual Harassment is subjective, which means it is perceived differently by different people. This is because everyone’s boundary is not the same size, or everyone’s threshold is not the same. Whatever the size, everyone’s boundary must be respected.

Reporting Mechanisms: The workshop should emphasize the significance of clear and accessible reporting mechanisms for addressing Sexual Harassment. Employees should know how to report concerns without fear of retaliation. In this case, Sana should not be penalized or made to feel guilty for filing a complaint. Yes, she could have raised a red flag earlier, but if she did not, it is probably because she was afraid of the manager getting angry, and in her mind, the possibilities of retaliation would be sufficient to silence her.

Role of Leadership: Discuss how leadership, in this case Michael as the manager, plays a crucial role in setting the tone for how people act at work. Leaders and managers should be mindful of the impact their language and behaviour can have on the team. Possibly many team members did not like or approve of Michael’s language and disrespectful leg-pulling. But they would not dare to speak up for the same reasons Sana did not. They participated to be sporting or to blend in, not because they approved. This behaviour, to do what others are doing is human, and in a workplace, it gets amplified. It depends on the leadership and the culture of the organization whether team members feel empowered to speak up. If they don’t feel empowered due to likely repercussions, they should not be blamed for it. Instead, the situation calls for a climate check.

Retaliation and Employee Rights: Participants should understand the importance of not retaliating against an individual who reports Sexual Harassment. Sana, in this case, should not be penalized for raising a concern. This non-judgemental acceptance would set the right tone for the future, where more women may gather courage to speak up, eventually leading to a healthier culture.

Creating a Respectful Workplace: This case study can serve as a valuable starting point for discussions during a POSH and/or DEI training workshop, encouraging participants to reflect on workplace culture, boundaries, reporting mechanisms, and creating a respectful and inclusive work environment. This includes educating employees on the impact of their words and actions on their colleagues.

What was this incident involving Sana’s discomfort?

Sana had a reddish mark on her neck. She had been wearing a scarf. When Michael noticed it, he joked something to the guy sitting next to him, and they both burst out laughing. Worried, Sana questioned Michael instantly, but his mocking expression and refusal to share the joke with her made the colour drain from her face. What had he said? Were they joking that it was a hickey (a love bite)? These questions tortured her and the anguish of embarrassment prevented her from focussing on her work, leading to a hostile work environment.

The lesson learned from this tale is that a good laugh is like a breath of fresh air, but it's vital to tread lightly and respect the line between friendly banter and harassment.

Usage:  In a POSH or DEI Workshop or a refresher to increase Employee Engagement by inviting diverse opinions in a judgement-free environment, thereby broadening employees understanding of the nuances of Comfort, Consent & Boundaries.