SITUATION:
A regional museum was grappling with escalating internal conflicts, including reports of bullying, exclusionary behaviors, and strained workplace relationships. Employees expressed concerns about microaggressions and felt there was insufficient attention to DEI-related issues. The lack of a shared understanding around respectful workplace expectations and inconsistent use of internal reporting processes contributed to a climate of apprehension and mistrust, threatening both staff well-being and the visitor experience.
SOLUTION:
We partnered with the museum to deliver a customized Harassment Prevention workshop that went beyond legal compliance to address their unique cultural challenges. The session provided staff at all levels with a common language to discuss workplace behaviors, highlighted the connection between harassment prevention and broader DEI priorities, and used realistic museum-specific scenarios to explore bystander interventions and accountability. We also clarified internal policies and reinforced the importance of using established reporting channels to ensure concerns could be addressed safely and effectively.
RESULTS:
Following the workshop, employees reported feeling more confident in identifying and addressing inappropriate behavior and more comfortable utilizing internal reporting procedures. Leaders observed a decline in interpersonal complaints escalating to formal investigations, as issues were more often resolved proactively. The museum also noted an improvement in team cohesion and psychological safety scores on their annual staff survey. Encouraged by these outcomes, the organization is now expanding its initiatives and developing peer dialogue circles to sustain a culture of respect that benefits both employees and the visiting public.
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