An international creative organisation approached ICENA after recognising growing concerns about their workplace culture. Staff had described a sense of silence and fear around speaking up about sexual harassment and inappropriate behaviour. The organisation had also recently had an incident of sexual harassment that highlighted the need for clearer processes, greater safety, and improved confidence in reporting pathways.
Although the organisation had already delivered sexual harassment eLearning to all employees, it had not led to meaningful cultural change. Staff still lacked confidence in reporting pathways, and leaders remained concerned that underlying issues were not being addressed.
As the organisation reviewed its responsibilities under the Worker Protection Act, it quickly became clear that broader cultural issues were preventing employees from feeling safe, supported, or heard. A more tailored, specialist approach was therefore needed — one that could uncover the real barriers and support behaviour change across teams. Leaders acknowledged that traditional, generic training offered by other providers had not addressed these deeper concerns. They needed specialist support, consultancy as well as training, to understand the lived experience of their workplace culture and to begin rebuilding trust.
ICENA’s Solution
1. Anonymous Climate Insights
ICENA proposed beginning with a fully anonymous climate survey, giving every employee a safe and confidential way to share their experiences and perceptions of sexual harassment in workplace. The survey explored not only direct experiences and witnessing of inappropriate behaviour but also staff knowledge of policies, reporting mechanisms, confidence in existing processes, and views on leadership accountability, diversity and the effectiveness of previous training. This approach aimed to reduce fear, build trust, and gather the honest insight needed to drive meaningful change.
ICENA designed, disseminated, and analysed the survey, producing a detailed report that provided leadership with unprecedented visibility into staff experiences. The findings highlighted both strengths and clear cultural risks with a detailed recommendations and action plan enabling leadership to recognise the importance of addressing silence and building safer pathways for disclosure. The insight generated through the survey gave the organisation a practical roadmap for strengthening safety, clarity, and accountability moving forward.
Importantly, following ICENA’s best practice guide, the organisation committed to sharing these results transparently with staff and taking visible action in response. This transparency was a turning point – a clear signal to employees that leadership was prepared to listen, learn, and rebuild trust.
2. Tailored Sexual Harassment and Culture Training
Using the survey results as the foundation, ICENA developed a bespoke Sexual Harassment and Workplace Culture training package for all staff. Unlike the generic training they had received previously, this programme focused on:
- Real organisational data.
- Lived sector-specific experiences rather than hypothetical examples.
- How culture, silence, and power shape behaviour.
- Practical ways staff can challenge inappropriate conduct safely.
- Building knowledge and confidence of the organisations actual reporting pathways.
- Leadership responsibility and what more they intended to do to prevent sexual harassment in the workplace.
Sessions were delivered across multiple locations, including in-person and international online delivery, ensuring global reach.
The bespoke nature of the training made it meaningful for employees. One participant noted:
“Seeing the actual results and understanding why people don’t always speak up really hit home. Highlighting how pervasive the issue can be, and that some colleagues do not feel safe, gave people real perspective.”
Another participant reflected:
“The facilitators didn’t just tell us what the law says – they helped us understand what safe culture looks like day to day, and what each of us can do differently. It has also helped shift how our leaders think about responsibility, showing that silence is a cultural risk, not just an HR issue. People were still talking about the session days later, especially around how we can better support each other and challenge behaviour safely.”
These reflections illustrate the impact of a tailored, evidence-based approach that connects organisational insight with real-world practice. The sessions generated lasting engagement and encouraged staff to openly discuss culture, behaviours, and accountability.
3. Specialist Consultancy
Alongside the training, ICENA provided ongoing consultancy to help the organisation respond confidently to emerging issues. For example, ICENA advised on a complex case of third-party harassment during this period, providing practical recommendations that were implemented swiftly and effectively. This demonstrated the organisation’s commitment to creating a safer environment and highlighted the value of having expert support on hand.
Client Reflections
The organisation’s Chief Operating Officer reflected on the partnership:
“Everything has been incredibly positive, from the first call to the way you listened rather than preached, to the care taken with the survey and training. This has been a significant piece of work for us, and I hope it helps shift the culture of the business.”
This collaboration represents the first stage of a longer-term cultural change journey. With robust insight from the climate survey, tailored training delivered across the organisation, and ongoing consultancy support, the organisation now has the tools, understanding, and confidence to strengthen safety, trust, and accountability throughout its workforce.
ICENA looks forward to continuing to support their progress as they build a workplace where every voice can be heard.
