What is banter?
If you look up the definition of banter you will actually find some very positive words, “playful”, “friendly” and “humorous” to name but three. The Collins Dictionary defines banter as, “light, teasing, or joking language or repartee”.
Can banter be positive?
Banter in and out of the workplace is normal for many people and it can actually be something positive. Workplace banter can help people to feel relaxed and can create bonds between colleagues over a shared joke. In an environment where banter is appropriate staff can feel happy and have increased morale which then leads to improved engagement and productivity. The Banter: Just a bit of fun or crossing the line? report from the Institute of Leadership & Management surveyed more than 1,000 people and actually found that only 5% of respondents would ban banter in the workplace.
What’s the downside of banter?
On the flip side though lots of people have negative experiences of workplace banter as it can be demeaning, insulting and could be considered to be a form of bullying and harassment. The same ILM report also found that 4% of respondents had actually left a job because of the impact of negative banter.
Workplace banter occurs for lots of different reasons but you might notice an increase in banter around the upcoming FIFA World Cup 2022 as supporters of different nations discuss the games and successes and failures of their favourite teams. England and Wales are both in Group B in the first round of games and face each other on the evening of Tuesday 29 November. If you have staff who support both nations you may notice increased banter in the build up to and aftermath of the game. Your workforce may also be quite diverse and there is the potential for this situation to be replicated across all the other games. So, what can employers do to make sure that banter stays as just a bit of fun and doesn’t cross the line?
What can employers do about banter?
A fundamental basic is to have clear policies on bullying, harassment, equality and diversity and perhaps even a specific policy on banter and appropriate language. Ultimately, if taken to an extreme, banter can be discriminatory which could form the basis for a legal claim against the employer so you need to treat it seriously and be clear on what is acceptable.
An employer’s culture is also really important as it sets the tone for what is appropriate behaviour in the first place. By creating a positive, inclusive culture which uses suitable language you are establishing an inherent way for staff to conduct themselves, if behaviour is then in conflict with that culture it is more apparent and staff are more likely to have confidence in raising concerns.
Training is also crucial and gives staff an opportunity in a safe environment to discuss their understanding of banter and how something that can be fun for one person is insulting or even degrading for another. If you include this training in your induction of new staff then that also helps to set a standard for what is acceptable and makes it easier to challenge any issues that arise as clear expectations will have already been established.
Do you have questions about workplace banter?
Give us a call at CUBE HR on 01282 678321, we’ll be happy to advise you and we have policies and templates available to meet every HR need.
Why not check out another of our World Cup themed blogs World Cup! I’m Staying Home, I’m Staying Home…
We also have a YouTube channel with loads of handy videos.
