Let’s talk about something that it does not make on the cover of a fashion magazine, but is still a stubborn spot on the white shirt of the fashion world: bullying at work. While we celebrate diversity and inclusiveness on social media, it sometimes looks less “pictures Perfect” behind the scenes in the workplace. The fashion industry is known for its creative, dynamic and fast -moving character, but let’s be honest: this “fast -moving” can also have a downside. Sometimes it seems to be forgotten that a healthy and safe work culture is essential for success and results.
Case study from practice: Lisa and the invisible script
Let’s take Lisa, a young seller at a well -known fashion chain. Enthusiastic, motivated and with a passion for fashion she started her new job. But soon she felt that she had landed without an invitation at a fashion show. The most unattractive layers, no invitation to Friday afternoon Get-Together, and their suggestions have always been ignored.
Lisa first thought: “Is it up to me? Am I not “fashion” enough? ” But when nobody even said anything on her birthday and she was systematically ignored at coffee rounds, she knew that it was not due to her. Nevertheless, she didn’t dare to express her feelings immediately. Nobody wants to be “the person” who is considered a nagging or – worse – as a Petze. But go to work every day with abdominal pain?
She teamed up all her courage and agreed a conversation with her supervisor. However, he wiped it aside with a trucked common place: “You just have to appear a little more confident.” Zack, self -confidence towards zero point. Lisa considered looking for another job, but luckily she found the way to the company’s confidants. Together they examined what she had to struggle with. First of all, it was good that Lisa was heard and could tell her whole story so that the emotions could subside. She received help to address her situation and make them thematizable.
What turned out? Over the years, a culture had developed within the company in which one had to earn your place, which had developed into an unwanted bullying culture and in which newcomers felt excluded. Later it also turned out that several employees: for a long time have not felt comfortable in the company, but did not dare to say anything. The birthday was actually a classic case of misunderstanding. Everyone announced their own birthday and determined when he or she wanted to spend something. Through training and open team talks, the air was clarified and bullying – or the feeling of being bullied. A year later: Lisa’s birthday was celebrated and everyone could even laugh about it.
Recognize border -violating behavior
Border -violating behavior is also available in all forms and sizes, and bullying as well. This can often be solved internally, but what can you do as a manager or entrepreneur preventively?
- an: e employee: In is systematically ignored or excluded;
- “jokes” are made that are actually not that funny;
- Information is deliberately held back, making someone mistakes;
- There are intimidations or humiliations – sometimes even by managers;
- Mobbeted employees: Inside, they are often sick, withdraw more and more or do not participate in the conversation
What can you do as a company?
Fortunately, as an employer, you can do more in or managers than just advise to “appear more confident”. Here are a few specific steps:
- Create an open culture – ask your employees regularly. A safe environment begins with listening.
- Train your managers – You play a crucial role in recognizing and approaching bullying. Give them the tools to recognize this and tackle this constructively.
- Order an (external) trusted person – This reduces the inhibition threshold for employees to report undesirable behavior without being afraid of reprisals.
- Make it clear rules of conduct – Everyone should know what is okay at the workplace and what is not. A clear code of conduct helps.
- Eff off with signals – Do not ignore symptoms. Take them seriously and ensure that employees: Inside, undesirable behavior can be safely reported without being considered a traitor.
Time for a fashion world without toxic vibes! A safe work environment is not a luxury, but a must-have. A good team feeling, respect and open communication ensure an atmosphere in which everyone – from intern: inside to CEO – can perform optimal performance.
Liesbeth the Engelsman has more than 23 years of experience as a lawyer. It uses her knowledge and experience in relation to laws and regulations as well as the legal framework in relation to undesirable behavior and integrity. As a confidant, she deals with norms and values in other ways, with the aim of improving the working atmosphere of her announcement.
Melanie van Wijk has more than 20 years of experience in public relations, including for fashion brands. She knows the importance of reputation and good communication like no other. She uses her knowledge as an entrepreneur and is the client with her sensitive and open manner: inside of Kantoor Ethiek as a confidant.
This article previously appeared on Fashionunited.nl and was used with digital tools translated.
Fashionunited uses the AI-based language tool Gemini 1.5 to accelerate the translation of articles and improve the end result. They help us make the international reporting of fashionunited a German -speaking readership quickly and comprehensively accessible. Articles that have been translated using AI-based tools are read and carefully edited by our editor: Correcting inside before they are published.