Delve into the impact of non-disclosure agreements on harassment cases and explore the urgent need for systemic change in addressing workplace misconduct.
Addressing the Prevalence of Sexual Harassment and Bullying
The parliamentary inquiry brought to light a shocking prevalence of sexual harassment and bullying against women in the financial sector. In response, MPs are calling for new legislation to ban non-disclosure agreements (NDAs) that have been misused to silence victims. These agreements have not only stifled the voices of survivors but also allowed perpetrators to continue their careers unchecked.
InChorus echoes the committee's call for a ban on NDAs in harassment cases and advocates for strengthened protections for whistleblowers. It is essential to create a workplace culture with a zero-tolerance approach to misconduct, promoting a safe and respectful environment for all employees.
The Role of Leadership and Urgent Action
The Treasury committee emphasized the need for a "zero tolerance approach" to misconduct across the financial and professional services industry. InChorus supports this recommendation and believes that firms must take immediate and decisive action to eliminate sexual harassment and bullying. Indeed, we argue for going one step further and advocating for a 'Zero harm' approach, whereby organisations invest in actively preventing harassment, in the first place.
The committee urged men to play a more active role in challenging and reporting bad behaviour within their firms. InChorus aligns with this perspective, emphasising the importance of a collective effort to create a workplace culture that values diversity, equality, and accountability.
Challenges in Equal Pay and Female Leadership
The inquiry also shed light on the persistent gender pay gap and lack of progress in achieving equal pay and female senior leadership across the City. InChorus acknowledges the challenges faced by women in the industry and supports the committee's call for stronger links between executive pay and progress on improving diversity.
Additionally, we endorse the committee's recommendation to ban employers from asking for salary history and encourage transparency in pay bands on job adverts. Gender pay gap reporting rules should be extended to smaller firms, ensuring a more comprehensive understanding of workplace diversity and equality.
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