Industry execs speak out on sexual harassment

Following a report into sexual misconduct in the film and television industry, an event with a panel of key industry executives has encouraged employers to not be complacent when it comes to addressing sexual harassment in the workplace. 

'Safe to Speak Up?  Launch event for new report on sexual harassment in the UK film and television industry since #MeToo' to discuss the report, written by Anna Bull at the University of York was hosted on the 15th November 2023 in London. The report examined the experiences of 18 individuals working in the sector, detailing 22 instances of harassment since the MeToo movement began in 2017. 

Bectu chief Philippa Childs, Film and TV Charity’s Lucy Tallon, interim chief of CIISA Jen Smith, Rights of Women’s Deeba Syed and the author of the report Anna Bull were guests on the panel. 

The key issues reported were a lack of comprehensive policy and procedure, as well as a lack of training in how to deal with complaints with an over reliance on informal reporting .

The panel agreed that general attitudes about speaking out against workplace harassment have improved, there is a distinct lack of comprehensive policy to follow in these instances, which is letting people down. 

Headline-grabbing allegations against comedian Russell Brand, Childs spoke of a complacency among major broadcasters, highlighting a letter she wrote in response which described current measures over internal processes for complaints as “woefully inadequate.” 

She reiterated the need for an investigation into the handling of these complaints, and the need for all broadcasters to commit to upcoming bullying and harassment watchdog CIISA. 

“Most of them said their policies were robust,” she said. She also reported that most of these responses came from men in senior positions. 

Tallon, head of mental health and wellbeing at the Film and TV Charity said that there remains a severe lack of “robust procedures” in most film and TV workplaces. According to Tallon, in a survey conducted by the Film and TV Charity, a third of line managers in the industry have had a claim brought to them in the last year, and under half of them felt equipped to deal with the report. 

Tallon also she said that “There’s a wider problem here and it’s about the tangible ability, skills and experience that people in those positions have to handle these reports”, she said. “Lots of people want to do a good job but don’t know how.”

She suggested that line managers should be recruited with their approach to safety and wellbeing in mind – not just their ability to make a good TV show.  “Soft HR skills are hard to teach. People need to recognise it as part of their job.” 

The panel agreed that there is also an over-reliance on informal reporting, which is largely ineffective, especially in particularly serious cases of sexual harassment and harm. 

Deeba Syed has found that informal reports are a “go-to” for employers, which can be particularly dangerous for young workers, people of colour, employees who have English as a second language, or workers with an insecure working status, such as freelancers. 

“It’s a very lonely thing, to raise a sexual harassment complaint. Nobody wants to be the sexual harassment person. It’s very easy to manipulate and put pressure on these people to not make formal reports.”

She explained that these groups are more likely to be steered away from making formal complaints, which ultimately benefits the organisation rather than any victim of sexual harassment in the workplace. She explained that a lack of a formal complaint is often weaponised against the victim if they decide to speak up later. 

“Informal reporting should be the exception and not the rule”, said Syed. 

Bull suggested that whilst young people are reporting misconduct more than their predecessors, management, policy, and process is in desperate need of catching up. “There is an imperative to speak up”, she said, “but people are being encouraged to report to unsafe organisations”. 

“Positive culture needs to be set by the leaders”, said Tallon. “Your values as an organisation are tested in difficult situations. But they need to ensure they’re strong on this all the time, and not just in response to a situation.” 

Bull added that sexual violence should be treated as a health and safety issue and should therefore be covered by the responsibilities of health and safety officers. As such, having clear guidance on how to report inappropriate behaviour should be as important and as commonplace as having a fire extinguisher in the building. 

Syed agreed: “We need to treat sexual harassment like an active risk that’s always live.”

Moving forward, Jenna Smith explained that CIISA will play an important part of centralising and legitimising reports of inappropriate behaviour. The organisation will act as a central authority with the aim of facilitating positive working environments and working against gender inequality. 

“Our culture is being defined by the worst behaviours tolerated. I want to see a long term professionalisation of behaviour”, said Smith. 

Equally, Syed has been campaigning for a change in law that will come into effect in October next year. The law will put the onus on employers to actively prevent sexual harassment at work. 

For further support: 

Film and TV Charity 24-hour Support Line: 0800 054 0000 

Survivors UK support number: 0203 598 3898