Has the #metoo era dimmed the enthusiasm of workers for workplace romance? When writing this article, Tina Turner’s words are echoing in my head. The #metoo movement has now brought to light the dangers of workplace relationships and therefore it is an opportune time to take a look at office romances (and break-ups) and the steps employers should take to ensure they don’t get caught up in the #metoo turmoil.
In an age of where online dating is becoming more accepted and more common, it might be surprising to learn that meeting a partner in the workplace is still one of the most common ways to find romance and potential partners. In a 2018 survey by careers website vault.com, 52% of workers surveyed reported having had some romantic involvement with another employee. More than 50% of those relationships were described as more serious than just a “random hook up or random date”.
Whilst workplace romance remains common, the question has to be asked Has the #metoo era caused employee’s to re-think or totally avoid workplace romances?’. Interestingly, but probably not surprisingly, the data seems to suggest that this is the case, with more than a quarter of the respondents in that survey reported that #metoo era allegations of sexual harassment against prominent people have made them less likely to think that romantic relationships between colleagues are acceptable.
One of the important challenges for employers is ensuring that the line between mutual and consensual interactions and sexual harassment is absolutely patently clear; because there can no longer be any blurring of the lines.
What do employers need to do to help their employees stay on the right side of that line and in turn reduce the business’s exposure to litigation? Here are the keys:
By following these steps, employers will be best placed to ensure the only inconvenience associated with workplace romance is the glint in the eye of the employees and the never-ending succession of flower deliveries.
If you would like further information and guidance in relation to this article, please do not hesitate to contact us at Effective Workplace Solutions.
By Greg Arnold
Director and Principal Consultant
Effective Workplace Solutions
Katherine (08) 7919 7019
2/46 Chardon St