Step into my shoes and let me take you on a journey through decades of navigating the treacherous waters of workplace harassment. It began innocently enough, or so I thought, back in the 1970s when I was just a child, cursed with developing early. At the tender age of nine, I found myself subjected to comments, unwanted attention, and relentless bullying – all because of my developing body.
Fast forward to the 1980s, and I stepped into the workforce at a majority male printing company. The comments became more sexual, more invasive. This was the era of Page 3 girls and nude calendars, and I found myself drowning in a sea of objectification. But in a male-dominated environment with no harassment policy in sight, I felt powerless to challenge the status quo.
I then joined the police in the early 1990s – a masculine environment if there ever was one. As one of the few female officers on a shift, my breasts were always the subject of conversation, even among my female colleagues. Social events became minefields of discomfort, where standing up for myself earned me labels like ‘angry’ or ‘aggressive.’
“You’re not going to be one of these WPC’s who goes off and gets pregnant, are you?”
And oh, the male Inspector’s first words to me – “You’re not going to be one of these WPC’s who goes off and gets pregnant, are you?” As if my worth as a woman and an officer were reduced to my reproductive choices. And when I became a detective, the objectification only intensified, culminating in a certificate that reduced me to nothing more than body parts.
For years, I laughed off the comments, buried my discomfort, and played along with the jokes. I felt trapped in a culture where speaking out meant the risk of being ostracised and retaliation. But as I matured, I found the courage to challenge the status quo, to push back against the tide of misogyny and sexism that pervaded my workplace.
At the end of my career, working in Professional Standards, I witnessed the persistence of harassment, both from male and female colleagues. And while progress seemed to be on the horizon, the pace was agonisingly slow. Social media only served to amplify the toxic culture, providing a platform for predators and bigots to thrive.
But I refused to remain a bystander. Drawing from my own experiences, I embarked on a new path as a workplace investigator, determined to ensure that no one else would suffer in silence. My mission: to support those facing harassment, to ensure that employers understand their duty to protect their staff, and to educate all on the impact of their actions.
Together, we can break the silence, forge change, and create workplaces where everyone feels valued, respected, and safe. It won’t be easy, but it’s a journey worth taking – for ourselves, for our colleagues, and for future generations.
The Way Forward
When dealing with workplace harassment, prevention is better than cure. Engaging with your employees and raising awareness of the issue, ensures that staff understand what unacceptable behaviour is and ensuring effective reporting mechanisms are in place.
Staff training is key to avoiding incidences of sexual harassment occurring. A workplace environment based on tolerance and free from hostility will enable people to contribute more effectively.
We will also ensure that policies and procedures are fit for purpose and compliant with legislation.
We provide an end-to-end service ensuring that employers are provided with advice and support. We will provide training for staff and managers to build a workplace culture that is inclusive, fosters openness and transparency and promotes respect.
The training will also make sure that employees fully understand policy and procedures. It will also provide staff with the knowledge to help them to recognise inappropriate behaviour, for example use of nicknames in the workplace and what may sit behind them. The training will help prevent inappropriate behaviour in the workplace and give staff and managers the tools on how to deal with it.
In the case of reports of sexual harassment, we will conduct a professional, confidential and independent investigation, providing a thorough report and highlight any individual or organisational learning along with recommendations. We will also assist with any disciplinary hearings or appeals.
How We Can Help
When dealing with workplace harassment, prevention is better than cure. Engaging with your employees and raising awareness of the issue, ensures that staff understand what unacceptable behaviour is and ensuring effective reporting mechanisms are in place.
Staff training is key to avoiding incidences of sexual harassment occurring. A workplace environment based on tolerance and free from hostility will enable people to contribute more effectively.
We will also ensure that policies and procedures are fit for purpose and compliant with legislation.
We provide an end-to-end service ensuring that employers are provided with advice and support. We will provide training for staff and managers to build a workplace culture that is inclusive, fosters openness and transparency and promotes respect.
The training will also make sure that employees fully understand policy and procedures. It will also provide staff with the knowledge to help them to recognise inappropriate behaviour, for example use of nicknames in the workplace and what may sit behind them. The training will help prevent inappropriate behaviour in the workplace and give staff and managers the tools on how to deal with it.
In the case of reports of sexual harassment, we will conduct a professional, confidential and independent investigation, providing a thorough report and highlight any individual or organisational learning along with recommendations. We will also assist with any disciplinary hearings or appeals.
Marie Carmichael
Specialist in New Worker Protection Act Marie brings to United Outcomes an invaluable depth of expertise, particularly in fostering new worker protection under the Protection Act. With a 32-year commendable career in policing, Marie has honed her skills in safeguarding, multi-agency collaboration, and HR practices. Her PIP 2 accreditation and extensive experience in managing complex investigations, alongside her dedication to promoting safe, ethical work environments, positions her as a leading figure in implementing robust worker protection strategies. Marie's background in education and workplace investigations enriches her approach to conflict resolution, ensuring compliance and enhancing workplace safety and harmony.
