The responses in our research reflect the expectations of a corporate culture these future leaders are already well versed in - that to speak up means potentially sacrificing your own professional progression, or risking being seen as someone who “can’t take a joke”. I've spoken to current & former Mediaworks radio staff who say they have no faith a current culture review will lead to change, partly because it's claimed the problems are coming from the top. TONIGHT: The dark side of one of our largest broadcasting companies. To see such responses in a group that is often blamed for organisational failure by high-profile inquiries suggests we first need to acknowledge that HR people themselves are working within a wider culture that can inhibit meaningful change. In fact, their responses mirror those we see across employee groups.īut our study is unique - most research has focused on managerial or employee experiences of sexual harassment, whereas ours involves practitioners who play a critical role in harassment policy design and implementation, as well as in developing work cultures intolerant of harassment. This is not a criticism of HR students, who will no doubt move on to become ethical, high-performing professionals. Simply put, as other research has also shown, we found sexual harassment was experienced as a “normal” and complex part of working within a corporate environment. Most reported they would likely “remain silent and just leave” if faced with instances of harassment in their future professional lives. Not unlike the findings in the recent Christchurch Girls High School survey, close to half of the HR students reported instances of either experiencing or witnessing an act of sexual harassment in the workplace. #LATEST: MediaWorks investigation uncovers multiple sexual assault, racism, sexism, drug use allegations, CEO 'unreservedly apologises' While all felt they better understood definitions of sexual harassment and bullying after the course, they also felt there was a lack of consequences for the harassers, and that victims often lose everything. We analysed three years of reflections by tertiary human resources (HR) students who had just completed a training session on sexual harassment processes and responses. But it also underlines how pervasive and resistant to change these problems can be - as our own research has shown. The case provides a warning and an example for other organisations looking to improve their own cultures. Her report’s 32 recommendations will now inform a culture change plan at the company. The MediaWorks review by Maria Dew QC identified instances of bullying, sexism, harassment, inappropriate relationships and use of illegal drugs. The revelations last week of toxic workplace behaviour and a “boys’ club” culture at MediaWorks raise questions about organisational policies and processes that go well beyond a single company. It’s a troubling finding that points to deep problems within our modern office culture, write Fiona Hurd and Suzette Dyer. A New Zealand survey found that a majority of students studying HR would be unlikely to raise the matter if they themselves witnessed sexual harassment.
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