It was widely reported yesterday (5 March) that Guy Gittins, Foxtons' chief executive, admitted that the company has “more to do” in regards to workplace culture. Bloomberg reported allegations last week that junior employees at the company had experienced unwanted touching and other forms of harassment.
Gittins said: “Although significant progress has been made over the last two years, including the introduction of mandatory annual respect and inclusion training, strengthened equality, diversity and inclusion policies, and enhanced whistleblowing and speak up processes, there remains more to do.”
Allegations reported by Bloomberg included groping, the sending of explicit and suggestive messages, discussion of the weight of female members of staff in WhatsApp groups, unwanted physical contact and requests for sex, racist and antisemitic comments, and a culture of heavy drinking.
Reminding employers of their obligations to address sexual harassment under the Worker Protection Act 2023, Stephen Cooper, managing director of workplace consultancy Stop Sexual Misconduct, advised that, though clear policies are key to addressing workplace safety issues, responsible employers must go beyond that.
Speaking to HR magazine, Cooper stated: "Building a truly inclusive and respectful culture requires more than policies – it demands a holistic shift in habits, mindsets, structures, and processes. This is not a one-time effort; it requires continuous commitment from everyone, every day."
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He added: "It is essential to establish and enforce clear policies and procedures that address workplace safety, and for all staff to undergo preventative training conducted by experts. Simply responding to incidents, even when handled respectfully, is no longer sufficient.
"In cases of misconduct, including sexual harassment, swift and decisive action must be taken. This includes supporting victims, holding offenders accountable, and ensuring a culture of mutual respect and professionalism. Every employee must commit to behaviour that fosters a safe environment, free from fear, alarm, or distress for others."
Gemma McCall, CEO at Culture Shift, a software firm for real-time reporting of inappropriate workplace behaviour, agreed that providing regular training is important, such as bystander intervention and unconscious bias workshops. This can also support support employees who are facing inappropriate workplace behaviour, she explained.
McCall told HR magazine: “Encouraging open communication is key, because when employees trust that they can report issues, without fear of retaliation, they’re more likely to speak up.
“Moving beyond zero-tolerance policies to a more balanced approach that includes education, mediation, and rehabilitation can also foster a culture where concerns are addressed fairly.”
McCall also emphasised that HR professionals should ensure that employees have multiple ways of reporting concerns.
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She said: “A strong approach starts with robust policies and clear reporting mechanisms. Offering multiple ways for employees to raise concerns, including anonymous options, helps build trust and ensures people feel safe speaking up.”
Foxtons has been contacted for comment.
