International firm Hogan Lovells has opened a new internal channel for staff to report incidents that make them uncomfortable.

Partnering with technology platform InChorus, the firm has developed a secure, anonymous system to log incidents such as microaggressions of bias related to gender, race, sexual orientation or disability.

The aim is to improve workplace inclusion by addressing smaller issues that may escalate over time into something larger.

Penny Angell, UK managing partner at Hogan Lovells, said: ‘We know that there can be a reluctance to call out seemingly “minor incidents”, which may nonetheless contribute to someone feeling excluded or marginalised in the workplace.

‘By embracing this technology, we can help ensure that every voice is heard, allowing us to review and act on trends over time and to foster an even more inclusive environment.’

InChorus aims to empower employees to report bullying, harassment and non-inclusive behaviours by ensuring employees feel listened to and safe to speak up.

Microaggressions might include referring to a mixed-gender group as ‘guys’, or assuming a woman is emotional during a discussion. Asking a person of colour where they are ‘really’ from, assuming an older colleague is technologically challenged, and assuming someone with a disability needs constant assistance are also listed as examples of smaller incidents which do not foster a culture of respect and inclusivity.

InChorus founder and co-chief executive Raj Ramanandi said anonymous reporting systems can help to detect problems early and promote a culture of trust and transparency. There is also the knock-on effect of mitigating legal and reputational risks.

‘Addressing internal issues through confidential reporting, companies can strategically manage potential legal risks,’ he added. ‘By promptly investigating and taking appropriate action on reported matters, companies can prevent them from escalating and potentially leading to costly lawsuits.’

Hogan Lovells is the first law firm to partner with the company. It already has a number of initiatives for promoting an inclusive culture, including in-firm ‘respect advocates’, trained mental health first aiders and year-round counselling through an employee assistance programme.

The firm runs a ‘This is Me’ campaign where staff share their own personal stories to promote understanding and support, and offers understander leadership workshops, bias and microaggressions training and anti-bullying and harassment training.

 

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