Workplace harassment and reputational damage

Recent headlines involving Blake Lively and Justin Baldoni have put a spotlight on an issue that organisations can no longer afford to ignore: workplace harassment. When allegations of misconduct surface, whether substantiated or not, the repercussions go far beyond the individuals involved. They can tarnish reputations, erode trust and threaten the long-term sustainability of organisations.

This high profile dispute is just one of many recent cases that highlight the real world consequences of workplace misconduct. The case of Mohamed Al-Fayed, whose legacy is now overshadowed by more than 400 allegations of sexual misconduct, demonstrates just how damaging unchecked workplace cultures can be, especially when organisations fail to take a proactive approach to preventing harassment.

As an organisation committed to fostering respectful and inclusive workplace cultures, we recognise that addressing workplace harassment is not just about compliance, it is about building safe, accountable and proactive workplaces that prioritise prevention over damage control.

The cost of harassment: When prevention is overlooked
Workplace harassment doesn’t just impact individuals, it affects teams, productivity, morale and an organisation’s public image.

Cases like the Lively-Baldoni dispute and the Al-Fayed allegations are stark reminders of how workplace cultures left unchecked can foster an environment where misconduct flourishes. The reputational damage is often irreversible, and the financial and legal consequences can be significant.

Research consistently shows that harassment is more likely to thrive in workplaces where:

• Power imbalances go unchecked
• Reporting mechanisms are unclear or ineffective
• Cultural norms normalise inappropriate behaviour rather than challenge it
• Leaders fail to set clear expectations and model respectful behaviour

Many countries now have laws in place which enforce a proactive duty to prevent workplace harassment. Yet, many organisations remain reactive, addressing incidents only after they have escalated. These high profile cases highlight why prevention must be a non-negotiable priority.

How organisations can prevent workplace harassment
These recent disputes serve as a powerful lesson - workplace misconduct doesn’t occur in a vacuum. It is enabled by cultures, policies and leadership behaviours. At Enmasse, we help organisations take a proactive approach to workplace safety and respect through the following strategies:

1️⃣ Bystander training: Empowering employees to act
Workplace harassment thrives in environments where bystanders remain silent. Our bystander training gives teams the confidence and tools to intervene safely when they witness inappropriate behaviour. When people understand their role in preventing harm, organisations create a culture of accountability where misconduct is less likely to persist.

2️⃣ Leadership accountability: Setting the tone from the top
Leaders shape workplace culture. Their actions (or inactions) send a powerful message. Our executive training programs equip leaders with practical strategies to:

• Role model respect and accountability
• Enforce clear policies and expectations
• Create psychologically safe environments where teams feel comfortable speaking up

3️⃣ Psychological safety: Fostering open dialogue
A workplace where people fear retaliation for reporting misconduct is a workplace where harassment thrives. Enmasse helps organisations:

• Implement confidential and anonymous reporting options like safetoChat.com
• Train managers to respond to concerns with a trauma-informed approach
• Create a culture where employees trust the system and feel supported

4️⃣ Transparent policies and reporting mechanisms
Policies alone won’t prevent harassment. Organisations must ensure that:

• Policies are visible, easy to understand and actively enforced
• Reporting mechanisms are clear, accessible and free from fear of retaliation
• Complaints are handled swiftly, fairly and with appropriate consequences

5️⃣ The role of behaviour change in prevention
At Enmasse, we don’t just deliver training, we embed behaviour change. Our workplace learning solutions combine:

• Storytelling to drive emotional connection
• Behavioural analytics to measure progress
• Neuroscience-based learning to ensure knowledge translates into action

Reacting to harassment after the incident is too late. The reputational, financial and legal risks are too great for organisations to take a passive stance. The duty to prevent workplace harassment is an opportunity for organisations to:

• Prioritise prevention over damage control
• Create a culture where respect is the norm, not the exception
• Demonstrate leadership and integrity in the face of evolving workplace expectations

Is your organisation ready to take the next step?
We provide organisations with the training, tools and strategies to build a safe, respectful workplace culture - not just for compliance, but because it’s the right thing to do.

Contact us today to learn how we can help you go beyond compliance and foster a workplace where respect thrives.

enquiries@enmasse2.com | enmasse2.com