Headlines about inappropriate workplace behaviour are constant with perpetrators often citing “banter” as a defence. And amongst those headlines are worrying accusations that HR does not do enough or, even worse, perpetuates the inappropriate banter and behaviour. This is a unique opportunity to take part in an interactive session to honestly address the challenges of getting our own HR teams in order and then using that as a platform for leading change in our organisations.

2. The Bad Banter; are we doing
what we should be in HR?
© Focal Point Training and Consultancy Ltd 2024

3. What comes into your head when I say
3
Banter
“A bit of fun” “Having a laugh”
“Bringing people
together”
“Getting to
know each
other”
"Building a sense of Team"
…or maybe something less positive…?

4. We have been told
Banter
Being rude,
but saying it
as if it is
friendly Can be harmless fun,
but often is used as
an excuse to cover
up bullying and
singling people out
Telling a story
about someone
over and over
again
Having an in-
joke that
excludes
people if
they’re not “in
on it”
A witty remark
aimed at a
colleague, or
something they
have done, often
misused as bullying
4

5. Banter can
Bring down barriers
Create a shared sense of fun
5
But can also…
Put barriers up if crosses the line
Exclude people

6. What our survey told us
Have been made
uncomfortable by banter at
some time
Banter aimed at them affects
how they felt about themselves
often or all of the time
Would feel comfortable most or
all of the time in asking people
to stop
40%
97%
Less
than a
third

7. What our survey told us
Had contributed less in
meetings
When uncomfortable with
banter have looked for a new
job
Had put forward fewer ideas
33%
69%
60%

8. What our survey told us
HR isn’t giving people the
confidence to speak up
8

9. Examples included
9
HR often
make it worse
No privacy to speak to
them without all eyes
looking into the glass
room!
A senior manager did not
know where to draw the
line, but you couldn’t do
anything because he was
friends with the HR Director
I’m not sure what HR
actually do; I feel I am at
risk of losing my job if I
make a fuss

10. 10
Four key questions…
How do we manage any inappropriate
- bad - banter in our own HR Team?
How do we ensure the humour and
banter in our organisations stays on
the right side of ‘’the line’’?
How do we handle concerns or
complaints that are raised in this
area? Are we taking them seriously
enough?
How do we know if we are doing the
right things to create a truly positive
and inclusive environment?

11. 11
How do we manage inappropriate banter in our
own HR Team?
Be clear on the standards you expect -
at all times
Don’t assume own team understand
what is ok and what is not
Role model
Create a Team Charter
Nip things in the bud
Do what you advise others to do;
regular one-to-ones, performance
reviews and on-going development
11

12. How do we ensure humour and banter in our
organisations stays on the right side of “the
line”?
Top teams demonstrate zero tolerance of inappropriate banter
HR Teams role model - at all times
Line managers create and maintain the right environment
Everyone understands what is ok and what is not
Banter is stopped before it “crosses the line”
It is never ‘’explained away”
If someone “crosses the line”, it is called out
Everyone understands the potential damage that can be caused if not dealt with
We all reflect regularly on our own behaviour
12

13. How do we handle concerns or complaints that
are raised in this area?
Be clear on how concerns or complaints
must be handled
Don’t assume people know how to do this
Discuss confidentiality
Role model
Use case studies to help the team practise
handling issues
Give and receive feedback from each other
13

14. How do we know if we are doing the right things
to create a truly positive and inclusive
environment?
Use a pulse survey - how do people feel
about the environment?
What are your retention figures telling you?
How many concerns are raised?
Have solo “purposeful wanders”
Don’t rely on “what is fed back”
Consider how you handle “exit interviews”
Use “Glassdoor”
14

15. 15
Your next steps
What will you do personally?
What will you do for your
organisation?
Please do email me at
schandler@focalpointtraining.com
and tell me!

16. Please connect!
Stella Chandler
Director of Development, Focal Point
01903 732 782
07956 231 919
schandler@focalpointtraining.com

17. thank you

18. If you have any questions or would like any further help or advice, please
contact us on:
01903 732 782
info@focalpointtraining.com
Focal Point Website
And to keep up to date with the latest research, opinion and resources in
managing behaviour and creating inclusive workplaces, follow us on
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© Focal Point Training and Consultancy Ltd 2024