law south east 33


Don’t let beliefs become bullying tactics


Companies who employ a team of staff with wide-ranging backgrounds and beliefs often find the sheer diversity of their workforce is one of the keys to their success


At one level we’re all familiar with the football fanatic who tries everything to persuade his colleagues to support “his” team, or the dedicated fitness bunnies who insist on swapping doughnuts for healthy fruit at Monday morning meetings.


But what happens when staff use their powers of persuasion on other, more controversial, non-work related issues, such as religion, politics, animal rights or immigration.


There is a real difference between employees chatting about their beliefs over a lunch break and staff actively distributing leaflets or putting up posters in an attempt to convert others to their cause.


Jo Davis, partner and employment practice group leader at leading Thames Valley law firm B P Collins LLP, says it is up to employers to judge what could reasonably be seen as offensive and to put appropriate guidelines in place as part of their HR policy.


“It’s not a question of stifling debate and free speech in the workplace, but employers do need to be able to have a moderating effect to ensure discussions remain within reasonable parameters,” she said.


“While staff have a basic right to demonstrate their beliefs and viewpoints, it’s important that they don’t discriminate


against or offend others while they are doing so.


If another employee is made to


feel uncomfortable, it can have a negative impact on morale and productivity and you risk leaving your firm open to bullying and harassment claims.”


Davis recommends that a policy on how staff express their beliefs in the workplace should be clearly outlined in the bullying and harassment section of a company’s HR procedures.


“You should emphasise that discussion is welcome but it must not be used to oppress or discriminate against other staff,” she continued. “Spell it out – for example, it is acceptable for an employee to mention that they go to church or campaign for the Green Party, but if they start pressurising other people, that isn’t.”


She warns that if the policy is unclear, there is a danger the employee could claim that a company is discriminating against them based on their belief. She says therefore, it’s important to state you will not discriminate against people because they are open about their beliefs, but the moment they try to convert someone and that person may take offence –it becomes a form of harassment.


If this happens, then Davis says the first step for the employer is to suggest the employee speaks directly to the individual


Male lawyers earn £163k average How much do lawyers earn?


According to a survey by recruitment firm Laurence Simons, the average salary for male lawyers is £162,689. Female lawyers fare less well, with their average being “just” £111,293.


The bonus structure is also weighed against women lawyers, so that the overall package (pay and bonus) of a female lawyer is on average 21% less than her male counterpart.


Danice Kowalczyk, co-managing partner at Laurence Simons, commented: “The fact that men and women are being paid disproportionately within practice and in-house is a major concern for


THE BUSINESS MAGAZINE – THAMES VALLEY – MARCH 2013


the future of the legal sector as it demonstrates the extent to which this disproportion has stretched.


"Women within law firms receiving 73% less in bonus in comparison to a male colleague is a shocking statistic, one that will need to be addressed in the future. It is important to remember though that this does not mean all organisations structure their compensation in this way and there have been many positive steps taken by numerous companies to ensure equality in the workplace.”


The research is based on the responses of nearly 1,000 UK lawyers.


Oxford and Reading law firm Morgan Cole has secured a position within the Government Procurement Service Legal Services framework agreement on the General Commercial Lot, to supply legal services and advice to central and local government across the UK public sector.


The appointment is for an initial two years and comes following a rigorous competitive tender process to develop a new legal services framework agreement for central government and the wider public sector. The value has not been disclosed.


With a strong track record in local and central government along with the health sector, Morgan Cole is one of 20 UK wide law firms that will support government departments in the delivery of their commercial operations.


www.businessmag.co.uk


Morgan Cole to provide services to government


Jo Davis


concerned, or offer to do it on their behalf. While in most cases, someone maybe unaware of the effect their behaviour has had, if it continues, it becomes a disciplinary issue.


She concluded: “Use your own judgement, if the employee’s behaviour can reasonably be thought to be offensive, it needs to be stopped and having a policy in place to deal with it will make the process much more effective.”


Details: Jo Davis 01753-278659 jo.davis@bpcollins.co.uk www.bpcollins.co.uk


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