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From 2022 to 2023 alone, more than 30 organisations have adopted TCM's alternative to traditional grievance procedures.
The BBC used our unique diagnostics tool to identify that moving to a Resolution Framework was not just about improving the people-centred experience in dealing with conflict resolution, but there was also a huge business and economic benefit in terms of the money and time that they were previously spending in formal processes.
Together with TCM, the BBC now creating the conditions where people feel equipped and ready to engage with each other.
So often the formal process doesn't actually deliver on a feeling of a win/win, or even having really been valued in the process for those people going through the process.
Heather Palmer, Senior Human Resources Business Partner in Culture Employee Relations & Policy at the BBC
Networks, including television and media networks, have a responsibility to be vigilant against conflicts and complaints involving bullying, sexual harassment, and discrimination for several important reasons. High-profile organisations wield significant influence over their audiences, and their actions and words can profoundly impact public opinion and behaviour. When these individuals are linked to or associated with negative values, behaviours and cultures, there's a risk of inadvertently normalising harmful conduct in the public eye. Media networks bear a social responsibility to contribute positively to society, actively working against these negative influences to foster a more inclusive and just culture. The reputation of these networks is closely tied to the behavior of their high-profile figures, and any association with problematic conduct can tarnish their credibility and public trust. Legal obligations also come into play, as many jurisdictions have laws and regulations that prohibit such behaviors. Failing to address these issues can result in legal consequences and liabilities. Viewer trust and loyalty, which are crucial for networks, can be eroded when they ignore or condone bullying, harassment, or discrimination, leading to potential revenue loss. For Heather, these kinds of scenarios are not unusual in these types of organisations.
“What we want to ensure is that we have the right frameworks in place to manage both those very, very serious allegations through formal processes and, importantly, to keep the culture right from day one for everyone and know the frameworks where people can find different types of avenues, and support through coaching, mediation and the Resolution Framework. It's absolutely the right thing to do: it's evidence based, and that's key.”
Heather Palmer
