Essential safeguards

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Along with a revised code of conduct published in October 2019, the Market Research Society (MRS) standards team has continued to create and update specialist guidance notes to provide detailed interpretation and application of the code to the insight sector. Most recently, this has included Covid-19 resources and the introduction of an essential safeguards series of guidance, with the aim of guiding our members in the prevention of harm – a key construct of the MRS code.

The subjects of the first two guides in this series are:

1. Dealing with discriminatory comments

Many of us have witnessed or experienced discrimination at one time or another. Often, people do not challenge this behaviour because they do not want to be a target of abuse themselves. Discrimination can take many forms, including:

• Verbal and physical abuse
• Bullying
• Threatening behaviour
• Online abuse

Standing up to discrimination can be a powerful sign of support. It can also make the perpetrator think twice about their actions. When responding, always assess the situation and never put yourself at risk. Your actions do not need to involve confrontation.

Rule 9 of the MRS code of conduct: members must take all reasonable precautions to ensure that participants are not harmed or adversely affected by their professional activities, and ensure that there are measures in place to guard against potential harm.

This rule requires practitioners to make every reasonable effort to ensure their professional activities do not cause harm, either to those who have directly participated or, more broadly, to anyone affected by it. This includes taking reasonable action to ensure that others do not breach, or cause a breach of, the MRS code.

Taking reasonable action

The example of data collection in a face-to-face qualitative research group setting is used in the following guidance, which would also apply to other data-collection and professional activities.

Keep an open mind – discrimination situations are often very individual, and what may, or may not, be felt to be discriminatory can change over time, and from person to person. However, immediate action should be taken if discriminatory comments have been directed at a member of the group.

Be respectful and empathetic to the person to whom the comment was directed and others in the group – it can be particularly upsetting and/or stressful to experience or witness discrimination. The use of discriminatory language can have a very harmful impact on the mental health of victims. Think about how you can support the target of the abuse. Go and sit or stand next to them, and check if they wish to continue.

Say something – calling out discriminatory behaviour in front of other people lets the whole group know that behaviour is unacceptable. Be aware that people tend to be defensive when they are called out in front of others. Unless agreed otherwise by all the other members of the group, individuals who use discriminatory language should be asked to withdraw. The group can then continue if those remaining are willing to do so.

Tell someone – report the incident to the appropriate person at your place of work. Call the police if you think that you or somebody else may be in danger.

2. Bullying and harassment

Everyone deserves to be treated with dignity and respect. Bullying and harassment is unacceptable, and constitutes a violation of human and legal rights that can lead to criminal prosecution and civil law claims.

Bullying and harassment undermines physical and mental health; possible consequences include:

• Insomnia and inability to relax
• Loss of confidence and self-doubt
• Loss of appetite
• Hypervigilance and excessive double-checking of all actions

Legal and regulatory obligations
Bullying can take many forms and is defined largely by its impact, rather than its intent. There is no specific legal definition, but it is generally unwanted behaviour that offends, persecutes or excludes someone.

Bullying itself is not against the law in the UK, but harassment is. The UK’s Equality Act 2010 defines harassment as unwanted conduct related to one of the following protected characteristics: age; disability; gender reassignment; race; religion or belief; sex; and sexual orientation. It is, therefore, unlawful.

In addition to Rule 9 of the MRS code, rule 37 states: members must ensure that participants (including employees in employee data-collection projects) are not required or pressured to participate in any projects.

What is bullying?

It is important to realise that bullying and harassment are words that are frequently used without a shared understanding of what they mean. They are also often used interchangeably. However, there are subtle differences in the definitions to reflect how these negative behaviours may manifest themselves. Examples of bullying include:

• Sadistic or aggressive behaviour over a period of time
  
• Humiliating or ridiculing others or criticising others in public
• Cyber-bullying conducted via social networking channels
• Persistent, unwarranted criticism of others in private
• Treating colleagues as if they are incompetent
• Excluding colleagues from activities
• Preventing colleagues from progressing. 

This list is not exhaustive: remember, bullying is any behaviour that is unacceptable to an individual or causes them distress.

Taking action 

If you have witnessed or experienced bullying in your professional activities, it can be difficult to decide what to do. There are several approaches and you should consider with which option you feel most comfortable:

Talk to others – it is often helpful to talk informally to friends, family, trusted colleagues, or a workplace counsellor. Report the matter to your line manager if appropriate.

Keep a diary – if there is a problem occurring over time, it is crucial to keep a detailed written record of incidents. This will clarify exactly what is happening and provide vital evidence.

Speak up – consider speaking to the perpetrator directly. It can be very effective to tell the person to stop and explain that they are causing distress. Their behaviour may be unintentional, and they may stop if they are made aware of the effect it is having. Take a calm but firm approach and make a note of everything that is said, either at the time or immediately after.

Additional resources

Equality and Human Rights Commission: equalityhumanrights.com/en
National Bullying Helpline: nationalbullyinghelpline.co.uk
Anti-Bullying Alliance: anti-bullyingalliance.org.uk

This article was first published in the October 2020 issue of Impact.