Discover fundamental actions that ensure a safe workplace for every employee, find out what contributed to the removal of Uber’s former CEO, and learn how to get feedback from employees about your organisation’s approach to cases of misconduct.
The fact that you don’t hear about cases of discrimination and harassment in your organisation, doesn’t mean they’re not happening.
Deepa Daniels Director of Product
A safe workplace is not just a prerequisite to employee engagement, it is an ethical obligation to every employee. In this webinar, Michael Dean, Director of Organisational Development Science, and Deepa Daniels, our Director of Product take us through what it takes to build a courageous organisation and avoid institutional betrayal.
Ensuring a safe environment is a necessary first step for every organisation. It is an unwritten obligation expected by every employee. Deepa has been on a journey recently to understand how our partners accomplish this in their own organisation. She uses that feedback to answer 3 fundamental questions at the start of the webinar:
- What are the policies and communication processes that you have in place before, during and after incidents that may threaten your employees mental and physical health?
- Is your culture built around being able to speak up and speak freely around critical matters of misconduct without fear of reprisal?
- Do you have the right channels for employees to report incidents of harassment and discrimination timely and without fear?
In the next section of the webinar, Deepa and Michael focus on the question of how to give employees a way to anonymously report cases of misconduct. They take us through the way that Peakon automatically surfaces anonymous employee feedback based on the importance and impact of every comment.
Based on this technology and the valuable feedback that our partners have provided us, they explain how Peakon can now detect and immediately alert the right people in an organisation about critical feedback around four sensitive categories:
- Violent criminal behaviour
- Objectionable behaviour
- Integrity and ethics
- Safety and wellbeing
In the final section of the webinar, Michael explains how a company can inadvertently become a source of harm for individuals that report toxic behaviour. He takes us through Institutional Betrayal, a term developed by Dr. Jennifer Freyd, Professor of Psychology at the University of Oregon, before telling the story of sexual harassment at Uber that eventually led to the removal of their former CEO, Travis Kalanick.
Peakon has taken a lot of inspiration from Jennifer Freyd’s work on institutional betrayal to develop our latest feature, Sensitive Comments. Her definition of institutional betrayal is closely aligned to the reason we developed this new solution.
Enabling the methodical collection of data — and encouraging their transparent distribution and study — will signal to campus communities across the country that institutional betrayal can be replaced by institutional courage
Dr. Jennifer Freyd Professor of Psychology at the University of Oregon
Before concluding the webinar, we opened up the discussion to our community in the Q&A session.
The Sensitive Comments feature mentioned in the webinar is explained in more detail in our help centre. If you have any further questions, please contact your Customer Success Manager. If you would like to register for the live broadcast and participate in the Q&A session afterwards, send me an email.
We hope to see you at the next broadcast on the 12th of December, the second Wednesday of the month.