Harry Potter and the issues of workplace harassment
Once beloved by an entire generation, Harry Potter has steadily transformed into an incredibly divisive piece of media.
With a new television show set to air on Christmas Day, it is likely that the Boy Who Lived will once more be the subject of workplace discussion.
However, the politically charged circumstances surrounding the series could pose a risk to employers and having clear HR support in place is vital for mitigating the challenge.
When does a piece of media become a problem for workplace harassment?
It may not be immediately apparent why a piece of media could run the risk of creating a workplace harassment issue, but there is a clear connection that draws from the Equality Act 2010.
In particular, discussions of media could create a hostile environment if they fail to adequately respect the nine protected characteristics outlined in the Equality Act.
These characteristics are:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
Most media will be fine to discuss at leisure among colleagues, but media that deals directly with controversial topics or has become controversial due to the views of those involved in its creation may open the door to comments that would otherwise not be voiced in the workplace.
What might start out as someone discussing media could transition into comments directly addressing the controversies and these could infringe on any of the nine protected characteristics if not handled with care.
In the case of Harry Potter, there are a few clear examples of it presenting a discrimination risk if the contentious nature of its current place in culture is engaged with.
What are the workplace harassment risks linked to Harry Potter?
As the cast of the new show was being announced, it became apparent that casting decisions were race-blind, as was the case with the stage production a few years ago.
The backlash to both has led to a variety of discriminatory comments being made online and it is clear that such comments have no place in society, much less the workplace.
However, some employees may seek to engage with those debates at work and may not be mindful in the way that they approach these discussions.
Repeating racist comments or attempting to find a more sanitised way to echo the notions is likely to be seen as discriminatory remarks and could cause great discomfort to anyone who hears them.
Alongside this, the political position of Harry Potter creator JK Rowling creates a complicated situation that needs to be skilfully managed.
Given her public insistence on using the profits generated from the franchise to support legal action against transgender individuals, transgender employees or people who feel strongly about protecting the rights of transgender people may find support for Harry Potter uncomfortable or offensive.
Rowling’s views are themselves a protected belief as they constitute the ‘Gender Critical’ point of view that a 2021 tribunal ruling determined met the criteria for such a classification.
This dichotomy must be managed in the same way that an employer would handle the religious beliefs of one employee contrasting with the life led by another.
In both instances, holding views is not problematic, but expressing them in a way that does harm to another does constitute harassment, as it diminishes a person’s ability to feel safe and respected at work.
Why HR support is needed for handling Harry Potter
Having an effective HR strategy in place is vital for handling the full array of harassment issues that can present themselves in the workplace.
The Harry Potter situation exposes how easily matters that an employer may believe are firmly addressed can be reintroduced to the workplace.
In much the same way that workplace banter can topple into discrimination if not carefully managed, discussing media has a similar way of facilitating contentious conversation that would be best avoided.
For employers, knowing how to handle these complex issues is vital, but so is having an awareness of what is likely to cause harm or discomfort to employees.
In much the same way that making the consumption of alcohol a core part of the workplace culture would alienate those who do not drink for personal, religious or medical reasons, having the business actively engage with, promote or support Harry Potter could cause issues that are best avoided.
Instead, taking a neutral position and ensuring that employees feel respected and safe at work is the role that all employers should be playing.
Our HR team can support you in this endeavour by liaising with managers and employees to ensure that concerns are addressed and that workplace policies are adaptable to changing circumstances.
While Harry Potter might embody some of the risks connected with workplace harassment, it is not the only way in which these problems can occur.
Having ongoing support from HR can help your employees feel more comfortable while working with you and potentially mitigate the risk of harassment or discrimination issues arising.
Preserve the peace in your workplace by getting in touch with our expert outsourcing HR team.