Culture Shift's Annual Report
Introduction
This is the first annual report that Culture Shift has created using data that has been reported by our own employees. The intention behind this report is to lead by examples, as well as being open and transparent about the number and type of reports we are receiving and what is being done about them. The report covers October 2022 - September 2023. Although the platform was launch before then it was not being used much and therefore it's not possible to compare this years data with the previous year as we intend to do in future reports.
Reports are currently shared with our Chief of Staff and/or Finance Director, with the option to select a preference when making a report. We aim to triage and assign a report within 24 hours of receipt. Where a formal process is required, additional users may be provided access to the specific report to support with the investigation and grievance process. The reporter will be informed of any additional colleagues who are supporting in their case.
Alongside receiving reports through our Report + Support site, Culture Shift also works to prevent unacceptable behaviours from taking place through the provision of regular values based learning for all team members, leadership training to provide managers with the tools to support team members and challenge unacceptable behaviours, regular policy reviews to ensure our policies are reflective of our culture and cultural onboarding for new starters to enable our values to remain central to our behaviours as our team grows.
During the last year 10 reports have been received. Care has been taken to not identify anyone in the creation of this report.
Data insights
Overview
Total number of reports October 2022 - September 2023
This overtime chart shows that most months across the year we receive one report. In May there were 3 reports, this coincided with a departmental restructure which was a difficult time for many people.
Number and % of anonymous v named reports for the period
| Anonymous | 7 (70.0%) |
|---|---|
| Named | 3 (30.0%) |
Nearly three quarters of reports received were anonymous in the last 12 months.
Who is reporting?
Below are a list of charts you could include. Add a title or caption for each.
Relationship to organisation
| A member of staff | 8 |
|---|---|
| Other | 2 |
We are currently unsure as to who "Other" refers to and will be looking into the categories as part of our ongoing reviews.
Departments
Our business is split into 5 departments - Product, Finance, Marketing, Operations, Product & Sales. However we currently offer additional choices when selecting department in a report to be reflective of the team's that exist within these departments.
Number of report per department
| Product | 2 |
|---|---|
| Other | 4 |
| Prefer not to say | 4 |
Responses from smaller departments have been merged into 'other' so as not to identify anyone, this may also suggest that the current options are not fully reflective of the team structure. 'Prefer not to say' was the most used option when considering that other represents multiple teams.
Incident types
Please note that people can select more than one option for incident type
Number of reports received per incident type
| Bullying | 3 |
|---|---|
| Discrimination | 2 |
| General concern | 5 |
| Harassment | 1 |
| I'm not sure | 1 |
| Micro-incivility | 3 |
| Wellbeing concern | 2 |
General concern was the most common incident type followed by bullying and micro-incivilities.
Reasons for reporting anonymously
Number of each reasons for reporting anonymously
| I don't know what else to do | 2 |
|---|---|
| I don't trust HR | 2 |
| I don't want people to know it happened to me | 2 |
| I don't want to get anyone in trouble | 2 |
| I'm worried about being labeled a trouble maker | 4 |
| I'm worried about the impact on my future career | 3 |
| I'm worried I could lose my job | 2 |
| I'm worried I won't be believed | 4 |
| I'm worried they'll be believed more than me | 3 |
| I've told someone before but it wasn't taken seriously | 2 |
| I've told someone in the past and nothing happened | 1 |
| The person who experienced this incident didn't want to tell you themselves | 1 |
The table shows that being worried about being labelled a troublemaker or being believed are the two most common reasons people reported anonymously closely followed by impact on future carer.
Demographic data
Too few people chose to identify their demographic data for this to be included in the report.
Case outcomes
| Action taken (formal and informal with support) | 2 |
|---|---|
| Closed as anonymous | 6 |
| No further action | 1 |
| Support only (internal) | 2 |
The majority of reports were anonymous so closed as anonymous. Where action was taken that varied across informal, formal and support.
While a number of reports have been closed as anonymous, we have looked for opportunities to learn and improve from the feedback within these reports. A number of training activities have been completed based on the information shared including Active Bystander, Religious Inclusion and Micro-incivilities.
Action plan
- We will be reviewing our R+S process for the new calendar year. Our team has grown over the last 12 months and it is important that we continue to review the ways that our team can share their concerns and access support as we continue to grow.
- Information within the support articles on the R+S site will be reviewed and updated.
- The EDI Forum will be launching and will feed directly into policy changes and initiatives across the organisation. They will be an essential voice in ensuring we continue to respond to reports in the best way and that our policies and procedures stay relevant.
- Our Great Places to Work survey will be reviewed to help create our wider People action plan. Data from our this R+S annual report will also be used to highlight areas of focus for the year to come.
- We will continue to be transparent about our data and encourage people to share any concerns to us in the way that works best for them.
- We are committed to monthly values based learning and have protected the budget for the next financial year. Feedback from the team will be used to guide the topics that are most important for these sessions over the next 12 months.
- Quarterly team days will be held throughout next year ensuring that we provide opportunities for team members to innovate and provide feedback across the business.