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The Importance of Representing Your Company & Personal Brand

Representing the Company Brand

Every company has a brand. That brand stands for something. It means something. One thing a brand does for a company is to differentiate it from its competitors. Great salespeople represent their company’s brand. They tell the story of what that brand means, what the company stands for, and how it is different. They understand how to use this differentiation to win deals.

If a salesperson can’t differentiate their offering in a competitive marketplace, they can’t pull themselves out of the pack to get the prospect or client’s attention. If they can’t explain what makes their brand better than the other offerings (and do so using real, true brand-defining differentiators), they can’t persuade prospects that choosing them over their competitors will make a difference. Customers select a brand because they believe what it stands for is better for them.

The downside to representing the company’s brand alone is that it is no longer good enough.

Representing Your Brand

In addition to your company’s brand, you must have your own brand. You have to stand for something. What you stand for has to be different than the many salespeople that call on your prospects and compete for their time and their business. It has to mean something more.

Your brand has to, in part, stand for the ability to create greater value for your customers. Your brand has to stand for doing what is right for the customer even when it is difficult. If your brand doesn’t have meaning, your company’s brand can’t mean anything either ... you are your company. And sometimes, when all of the entries in the multi-attribute model spreadsheet are entered, the only thing that separates the deal winner from the deal loser is what your brand created. Did it create a vision of a better outcome? Did it create trust? Did it create the confidence that the customer’s business results will be attained?

You have to develop your personal brand yourself. This is truly about personal and professional development. Only you can and develop the skills necessary to deliver on your brand’s promise. You alone are responsible for your growth and development. I hope that these ideas have inspired you to think about the attributes that are essential to succeeding in sales today.

Written by Anthony Iannarino

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How To Do Representation in Marketing the Right Way (+ Consumer Perspectives)

Published: November 27, 2023

Welcome to Breaking the Blueprint — a blog series that dives into the unique business challenges and opportunities of underrepresented business owners and entrepreneurs. Learn how they’ve grown or scaled their businesses, explored entrepreneurial ventures within their companies, or created side hustles, and how their stories can inspire and inform your own success.

Representation matters.

We hear this over and over again. And most people agree.

However, not all representation is created equal, and this is important to recognize, especially to ensure your efforts in including more people in your marketing are received positively rather than being met with frustration and skepticism.

As the number of brands embracing inclusive marketing and prioritizing visual imagery that accurately represents their target audience grows, it becomes crucial for marketers to become well-versed in how to do representation in marketing the right way.

When done right, it demonstrates to underrepresented consumers that you’re committed to them and their communities. When done right, representation in marketing makes the people you serve feel seen, supported, and like they belong with you.

Below are what consumers have shared with me in recent years about what is important for them to see in terms of representation.

But first, to make sure we’re on the same page, let’s talk about why representation in marketing is so important.

Why Representation in Marketing Matters

The people you serve need to see themselves and who they aspire to be reflected in the visual imagery your brand puts forth.

When they see themselves, it is a permission slip to take the next step forward with you in your customer journey. When they don’t, many consumers receive the message “this isn’t for me” and go off in search of another option that does make them feel like they belong.

The 2021 State of Representation in Marketing study I conducted revealed that 74% of consumers choose to buy from and engage with a brand as a result of seeing themselves represented in the visual imagery a brand puts forth.

Representation also has the effect of impacting how consumers feel about themselves. In that study, one consumer said they wish brands knew “The damage they do by underrepresentation.” Another consumer said they wished brands knew “How much it can affect someone and their feelings about themselves when they never see themselves represented [in marketing]. Like they are not important.”

These sentiments were present on social media in 2018 when Cosmopolitan UK put plus-size model Tess Holiday on the cover. One woman shared, “If I had seen plus women like me on magazines growing up, it wouldn’t have taken 25+ years to love my body.”

With representation, brands have both power and responsibility to influence not only the way consumers feel about themselves but also how they feel about other people. One study showed that exposure to highlight reels of women’s sports changed attitudes for the better toward female athletes.

French telecom company Orange followed this insight and created an ad in advance of this year’s FIFA Women’s World Cup, highlighting that good representation really can influence perceptions of underrepresented groups, in this case, the skill, competitiveness, and emotion of women’s sports.

As you work to build an inclusive brand that makes more of the people you serve feel like they belong with you, know that taking the time to get representation right will have a significant impact on many, including you and your customers. Embrace these principles to engage in representation the way consumers want you to.

How To Do Representation in Marketing the Right Way

1. representation in marketing includes more than just photos..

The on-ramp for many brands starting with inclusive marketing focuses on making their visuals more representative. But switching up your visuals doesn’t prove that your brand is inclusive.

Consumers will believe you are inclusive when it is representative throughout your brand. In the same study, many consumers shared that they want the brands they engage with and buy from to be holistically representative.

One respondent said, “It’s more than putting someone on an ad. They need to create products that cater to different people. Hire people that are diverse.” Another commented that, “I wish they included more types of people in their campaigns and in their actual companies as senior leaders.”

Another person responded to the research by explaining, “When you choose to represent different types of people, that inclusivity needs to translate into other areas of the brand. The brand also needs to be outspoken politically, have fair hiring tactics, etc., or people will realize that their “representation” is just pandering for sales.”

Here are important areas to focus on concerning representation for your brand.

Take the time to ensure the products you develop showcase, acknowledge, and support the differences of the people your brand serves. For instance, Barbie has said that one in every five of the dolls they develop is Black, which bolsters part of its commitment to “ensure that diversity is represented everywhere” in its products.

Representation matters with the content you create as well. Whether it’s who you include in videos, the guests you feature on your podcast, or even the influencers you work with, build a content plan that allows your target audience to see themselves represented in what you publish.

If you’re seeking more guidance on how to create inclusive and representative content, the episode below can serve as a great guide:

Discover more episodes here

Building representative teams is an important part of demonstrating that your brand is inclusive. Who you pay serves as a strong indicator of both company and brand values. Consumers may question your company’s true commitment to diversity and inclusion if you do not have a representative team.

Having a diverse and representative team not only helps you produce better work but also brings numerous other benefits.

Jerry Daykin is the head of global media at Beam Suntory . During our chat on the Inclusion & Marketing podcast, Jerry told me about a study conducted by the World Federation of Advertisers (WFA), which revealed that the marketing industry at large is grappling with significant challenges in achieving proper representation. “Almost every minority you can name is underrepresented in the industry and also likely to have a worse experience of working in the industry,” he stated. “If the industry was properly inclusive and represented everyone, we probably would make better work.”

That better work comes from allowing individuals within these communities to harness their lived experiences and cultural intelligence, as it informs the development of exceptional products, services, and experiences.

Of course, building a diverse and representative team isn’t necessarily something you can do overnight. It takes time. A way to ensure you can have a team representative of the people you serve in the interim is to hire consultants and contractors to support you as you build and grow.

Ensuring adequate representation exists in your marketing mix is essential, especially to ensure that customers connect with your brand at every touchpoint throughout their customer journey.

Many brands prioritize the inclusion of representative individuals in their photos and videos, whether sourced from stock imagery or custom content, to ensure a genuine reflection of the people they serve. However, another important area to consider is your customer testimonials.

Unfortunately, it isn’t uncommon for people with identities from underrepresented and underserved groups to achieve success at different levels than people from dominant groups. These disparities are often the result of systemic and societal barriers not directly related to the problem your brand solves. Still, these issues do hurt organizational success. This episode of the Inclusion & Marketing podcast covers this topic more in-depth:

2. Representation must tell an accurate narrative.

Too often, the narratives told about people from underrepresented and underserved communities aren’t accurate; they often reflect harmful stereotypes.

As such, as your brand starts to infuse representation of people from marginalized communities into your brand’s awareness and value system, take time to ensure the narrative you’re communicating with that representation is well-aligned with their real-world experiences.

For instance, Meryl Evans, a disability advocate, talked about her frustration with brands that are trying to represent people from the disability community but continue to perpetuate the narrative that people with disabilities can’t function on their own. She wrote a note on LinkedIn , saying, “My fellow deafies and I who prefer sign language would appreciate avoiding the use of photos with the help sign. It infantilizes deaf people like we always need help.”

3. Longevity and intention matters.

Two consumers I chatted with recently expressed their frustration with brands who seemed to have a sense of entitlement about how consumers should respond to brands being more representative with their visual imagery.

One said it felt like the brands were saying, “OK, here you go, here’s a Black person. Come buy our product.” As a Black man, he felt that the actions of the brands did not embody authenticity. To him, it felt like the brands were just changing their imagery, so he’d think the product was for him.

A woman who wears plus-size clothing expressed similar frustrations. She told me that brands launching campaigns representing different bodies can feel gimmicky because it’s a sudden change to their track record. She says, “So now I’m supposed to feel like, ‘Oh, this product is for me’ because all of a sudden I see someone who looks like me?”

As we chatted further, she talked about how, for now, her loyalty remains with the brands that have long represented and served plus-sized people. She did express that if a brand, in its early stages of embracing representation, perseveres in supporting the community consistently over the long term, it has the potential to earn her trust.

Your customers are waiting for you to see them; what will you do next?

By promising to make your brand’s commitments to DEIA representatives throughout all areas of your marketing mix, in time, you will earn the attention, trust, and loyalty of consumers from underrepresented and underserved communities.

By committing to producing marketing, product, and visual content that features imagery representing the people you serve or who they aspire to be, you ensure that they feel seen and validated.

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How representation can positively impact your business (and the world)

If you ever look at social media or the news (or you just don’t live under a rock), then you’ve noticed a cultural shift is happening. The growing calls for businesses to prioritize equality and representation have gotten louder. But if representation in business is “on trend,” why are companies so slow to meet their customers’ and audience’s demands? The obvious and unfortunate reason is that many companies don’t think representation is a problem they need to address.

However, companies that do recognize the importance of representation in business often have a different problem — they don’t know where to start. That leads to representation becoming just another business objective lost in a sea of to-dos. But diversity isn’t just a box to check in your annual business strategy. Real representation has societal implications that are bigger than any single decision, like remote work, hiring, and quarterly planning. 

To foster inclusivity in a meaningful way, it needs to become a part of a company’s DNA and be reflected in every internal and external decision a business makes. Such efforts are always most effective when a company commits fully to representation and builds it right into their overall business strategy.

Representation in business takes work

Listen, we get it. There’s plenty of disarray and confusion in the world as we’re all still figuring out what post-pandemic life will look like. We’re all tired from that, but our underrepresented friends, co-workers, customers, and family members are downright exhausted.

So, it’s time to get to work. Not just because it’s the right thing to do, but because representation is necessary for the future success of your business and a more harmonious society. If you want your business to scale and grow in a sustainable way, your customers and prospects need to see themselves reflected in your brand. That includes your product as well as the content you create and distribute. 

Don’t believe us? The numbers speak for themselves. Download our Diversity in Video Report for exclusive data, insights, and case studies that examine what your consumers expect from your business today.

Representation in business leads to more efficient ad spend

According to Entrepreneur , 62% of consumers report that inclusivity impacts their perception of a brand. Positive brand perception generates more word-of-mouth, which increases the efficiency of your marketing dollars. Our Diversity in Video Report revealed that 59% of consumers say they’re more likely to trust a brand whose ads feature people who look like them. That means you can appeal to a wider audience by simply including more diverse faces in your marketing efforts.

Improving your brand’s perception starts from within. That means you need to not only focus on inclusive marketing, but also recruit diverse talent, hire and promote equitably, and treat everyone with respect. A truly representative workforce is diverse at all levels of your organization, especially within the leadership team and corporate suite.

Representation in business can differentiate you from your competitors.

A 2019 Google survey in partnership with the Female Quotient & Ispos highlights how diversity can set you apart in a crowded marketplace. The survey found that 71% of LGBTQ+ customers and 67% of Black customers are more likely to notice an ad that they feel represents them. If you don’t capture your audience’s attention, they’ll move on to something else. 

In a competitive business landscape, knowing your audience and marketing to them authentically can make all the difference. “Authentically” is the key word there. Audiences can spot a brand’s disingenuous attempts to seem authentic from a mile away. To avoid simply pandering to your audience, you need to really get to know them. Listen to their feedback and pay attention to their observations. That’s particularly important if they bring a unique perspective as a member of a traditionally resilient community. Carefully consider your audience’s responses and address their concerns to ensure these groups feel genuinely seen and included. Then, before you release your ads to the world, test them. It’s worth the effort to run them by members of underrepresented groups inside and outside of your organization. That will help to reveal any potential blind spots that you should address.

Companies that embrace diversity earn higher financial returns.

If you’re still skeptical, you might be asking yourself, “But how does this impact our bottom line?” This quote from Fortune sums it up quite nicely: “Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.” 

If you were on the fence, we hope you’re now a believer in the power representation has when businesses take it seriously. And not just because of the financial benefits. Making business decisions through a more inclusive lens gives your company, your advertising, and your workforce the power to change the world for the better. 

Representation really does matter . Audiences tend to absorb unspoken messaging in advertisements. If everybody they see in ads looks, dresses, or speaks exactly the same way, that reinforces stereotypes. In reality, our world is a smorgasbord of different races, backgrounds, body types, sexualities, and more. Excluding any of them only misrepresents the true makeup of our society.

Find out how representation in business can lift up your company — and society as a whole

Download Storyblocks’ free Diversity in Video Report for our analytical deep dive into years of historical user data across our platform. You’ll learn how diversity influences consumer sentiment, understand current market trends, and get tips to produce content that delivers on your consumers’ expectations. 

Editor’s note: We updated this article to include additional information. It was originally published on June 14, 2021.  

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Representation and diversity: the differences and why they matter

Learn what it takes to break down barriers and level the playing field.

Most organizations recognize that promoting diversity needs to be a priority in the new world of work. Nearly 1 out of 2 CEOs view building a more equitable workplace as one of their top challenges , while 61% of workers think diversity and inclusion (D&I) strategies are beneficial and essential .

Although leaders and employees may see eye to eye on the importance of equity, many diversity and inclusion (D&I) initiatives are overlooking a crucial component that’s essential for driving lasting change: representation. While diversity is about bringing together people from all walks of life, representation ensures that these diverse employees—and their viewpoints—can be found or depicted across all departments and seniority levels within the organization.

The sooner leaders recognize the nuances that differentiate these terms, the sooner they can prioritize representation to ensure their organization is on the right track to breaking down barriers and empowering all employees to achieve their full potential.

Diversity does not equal representation

Diversity is a term that refers to the variety of different perspectives on a team. While it is often used in the context of race and social justice issues, diversity represents a broader range of experiences, including gender, sex, socioeconomic background, upbringing, religion, education, sexual orientation, ethnicity, neurodiversity, and life experience.

Representation is about seeing people of all backgrounds making meaningful contributions throughout every level and department within your organization. A business that has people from all walks of life might be diverse, but if employees with similar backgrounds are segmented within a few functions or departments, then the level of representation at this organization may still be lacking. To create a workplace that is genuinely inclusive and equitable, organizations must prioritize both representation and diversity.

Why does representation matter in the workplace?

If employees don’t see someone with a similar background progressing within your organization, it sends an implicit message that they may not have as many growth opportunities as some of their peers. In contrast, when workers can look up to a colleague or manager with shared circumstances, they will feel confident in their ability to grow with your business.

Most leaders recognize that there are several important advantages associated with prioritizing diversity and inclusion, including enhanced performance and engagement. Representation is a crucial part of the equation in order to fully reap these benefits.

In fact, McKinsey found that the greater the representation within an organization, the higher the likelihood of outperformance . Companies with more than 30 percent women executives were more likely to outperform companies where this percentage ranged from 10 to 30, and in turn, these companies were more likely to outperform those with even fewer women executives or none at all.

The benefits of prioritizing diversity and representation

Prioritizing diversity and representation is flatly the moral thing to do. On top of that, it also comes with a handful of game-changing benefits.

Broader talent pools

Emphasizing diversity and representation starts by redefining what “qualified” applicants look like. Rather than letting potentially bias-inducing factors like geographic location or educational background determine who’s included in your talent pools , equitable organizations take a skills-based approach to talent management.

A greater breadth of ideas

Ideas don’t come out of thin air; they’re created by teams of people. The more diverse those teams are across many dimensions—culture, ethnicity, gender, sexuality, age, experience level, educational background, and expertise—the more likely they are to draw inspiration from seemingly unrelated places.

Better customer loyalty

Today, it takes more than a quality product to win over customers. Consumers are looking for brands that have values that align with their own and businesses that are committed to driving lasting change. This dedication will prove particularly imperative for the newest generations of customers, as 70% of younger millennials are more likely to choose a brand that demonstrates a commitment to promoting inclusion and diversity .

4 steps to improve representation within your organization

There are several steps that leaders can take to ensure that employees see peers from different backgrounds represented in various departments, functions, and seniority levels.

#1. Ensure your external talent pools are diverse

If your talent pools aren’t diverse, your organization will never be equitable. Diversifying talent pools takes a sustained effort from  talent acquisition  and HR teams, who must review recruitment processes to remove any potentially bias-inducing questions and parameters. Recruitment marketing initiatives and job postings should also be published across multiple channels to reach as diverse a pool of applicants as possible.

#2. Don’t overlook internal candidates

In addition to making an effort to diversify external talent pools, HR leaders should ensure that internal candidates are empowered to apply for new opportunities within the organization. Internal mobility is a rising priority for many team members, with 67% of employees saying they would leave their organization if internal mobility wasn’t offered .

To activate internal mobility , leading organizations are harnessing  talent marketplaces , which match employees to projects, gigs, and full-time roles based on their skills, experiences, and aspirations.

#3. Prioritize mentorship programs

Mentorship programs represent a meaningful win for diversity and representation efforts. One study found that mentoring, in comparison to other tactics such as training and job tests, increased representation among managers in the workplace by up to 24% .

While any  workplace mentorship program  is beneficial, all strategies aren’t created equally. Rather than letting seniority level or role dictate mentorship pairings, skills-based plans match mentees to mentors based on shared career goals and related expertise. To maximize the success of their mentoring initiatives, many leaders are harnessing workforce intelligence to serve as a single source that sheds light on the knowledge and competencies within their organizations.

#4. Empower employees to expand their horizons

All employees need a full picture of the development opportunities that are available to them and the steps they will need to take to achieve their career goals. In the past, a lack of transparency hindered some  employees’ career progression , making it challenging for workers—especially those from underrepresented groups—to achieve their full potential.

Instead of relying on subjective criteria like likeability or networking to determine who gets access to development opportunities, businesses must take an objective approach based on skills and aspirations. By harnessing a talent marketplace, employees can see a broad range of learning experiences across the organization. They can also leverage career pathing tools that spell out the skills they will need to master to take their professional progression to the next level.

To learn more about leveling the playing field, find out how workforce agility platforms help organizations improve diversity and representation efforts .

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Representation of a Company in General

A limited liability company is an independent legal person which needs a natural person to act on its behalf. The company’s representative is a company’s organ or a person, who is able in the company’s name to acquire rights and make commitments that are binding on the company as well as to act before courts and other authorities on behalf of the company.

Previously the Companies Act representation was commonly connected to the authorization to sign for the company. Now this term has been left aside and the term right to represent the company has been taken into common use. Nowadays the Limited Liability Companies Act includes the assumption that the authorization to sign for the company is an essential part of the right to represent the company.

The board of directors has a general legal capacity to represent the company. Its individual members may not represent the company without a separate authorization. Further, it may be determined that the right to represent is vested in the members of the board of directors or the managing director on the basis of their position, or that the board of directors may grant such a right to an appointed person. A shareholder does not solely on the basis of his/her shareholding have the right to represent the company. Furthermore, it is not possible to stipulate in the articles of association that a shareholder would, by virtue of his/her status, have the right to represent the company.

Laws (FINLEX)

• Limited Liability Companies Act ⁠

• Calculators
• Snymans Caterpillar Foundation

Capacity to represent a company

A duly incorporated company, as a legal entity, has all the legal powers and capacity of an individual yet it cannot negotiate, enter into contracts and sign documents on its own. For this, an individual needs to be appointed to represent the company.

Snymans' editorial committee produces legal content for internal and external use.

Since a company is not flesh and blood, an individual (or individuals) must therefore act on behalf of the company when negotiating, entering into legally binding agreements or signing documents. These individuals must have been given authorisation and must therefore have capacity to act on behalf of the company.

The role of the board of directors

Section 66 of the Companies Act, 71 of 2008 (the Act) determines that every company must have a board of directors and the business and affairs of the company “must be managed by or under the direction of its board”. The board has the authority to exercise all the powers and perform any of the functions of the company, except to the extent that the Act or the company’s Memorandum of Incorporation (MOI) provides otherwise.

All decisions by the board of directors, or the shareholders where necessary, are made according to the provisions of the Act and MOI. Once the board of directors are in agreement, these decisions are put into writing and are then referred to as board resolutions which then govern future transactions made by an individual on behalf of the company.  

Capacity to act on behalf of the company

The Companies Act and the company’s founding documents including the MOI and its shareholders agreement (if one is in existence) will determine and dictate the company’s capacity and who the individuals are that have authority to represent the company.

When entering into an agreement, such as buying a house from a company, it is important to make sure that the director/manager signing the agreement on the company’s behalf has the necessary capacity to represent the company and that the board of directors signed a resolution in support of the transaction.

This general rule of capacity and representation is qualified by further legal doctrines and precedent, such as:

• The Turquand Rule: Based on a judgment from a UK court, which held that people transacting with companies are entitled to assume that internal company rules are complied with, even if they are not.

Based on these legal doctrines, certain acts by the company may still be valid or ratified, although the capacity to represent may not have existed at the time.

As this can be a very technical issue, whenever one is confronted with the validity of company’s decision or contractual obligations, legal advice should be obtained.  

Written by Wessel de Kock

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representation

[ rep-ri-zen- tey -sh uh n , -z uh n- ]

• the act of representing.
• the state of being represented.
• the expression or designation by some term, character, symbol, or the like.
• action or speech on behalf of a person, group, business house, state, or the like by an agent, deputy, or representative.

to demand representation on a board of directors.

• Government. the state, fact, or right of being represented by delegates having a voice in legislation or government.
• the body or number of representatives, as of a constituency.
• the act of speaking or negotiating on behalf of a state.
• an utterance on behalf of a state.
• presentation to the mind, as of an idea or image.
• a mental image or idea so presented; concept.
• the act of portrayal, picturing, or other rendering in visible form.
• a picture, figure, statue, etc.
• the production or a performance of a play or the like, as on the stage.
• Often representations. a description or statement, as of things true or alleged.
• a statement of facts, reasons, etc., made in appealing or protesting; a protest or remonstrance.

a representation of authority.

/ ˌrɛprɪzɛnˈteɪʃən /

• the act or an instance of representing or the state of being represented
• anything that represents, such as a verbal or pictorial portrait
• anything that is represented, such as an image brought clearly to mind
• the principle by which delegates act for a constituency
• a body of representatives
• contract law a statement of fact made by one party to induce another to enter into a contract
• an instance of acting for another, on his authority, in a particular capacity, such as executor or administrator
• a dramatic production or performance
• often plural a statement of facts, true or alleged, esp one set forth by way of remonstrance or expostulation

phonetic representation

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Other words from.

• nonrep·re·sen·tation noun
• over·repre·sen·tation noun
• prerep·re·sen·tation noun
• self-repre·sen·tation noun
• under·repre·sen·tation noun

Word History and Origins

Origin of representation 1

Example Sentences

It was a metaphorical statement of giving and withdrawing consent for a show rooted in a literal representation of Coel being assaulted.

The mathematically manipulated results are passed on and augmented through the stages, finally producing an integrated representation of a face.

I hope this list—a representation of the most consequential changes taking places in our world—is similarly useful for you.

“Given the moment we are in, I can only hope our institutions really understand what this failure of representation means to our city,” he said.

The voters don’t want to have an elected city attorney on the, and representation said, that’s fine.

With all that said, representation of each of these respective communities has increased in the new Congress.

As this excellent piece in Mother Jones describes, however, Holsey had outrageously poor representation during his trial.

During that time days, Livvix went through court hearings without legal representation.

What do you think prompted the change in comic book representation of LGBTQ characters?

Barbie is an unrealistic, unhealthy, insulting representation of female appearance.

With less intelligent children traces of this tendency to take pictorial representation for reality may appear as late as four.

As observation widens and grows finer, the first bald representation becomes fuller and more life-like.

The child now aims at constructing a particular linear representation, that of a man, a horse, or what not.

He had heard it hinted that allowing the colonies representation in Parliament would be a simple plan for making taxes legal.

But sufficient can be discerned for the grasping of the idea, which seems to be a representation of the Nativity.

Related Words

Employee Representation

The number of workers in the private sector protected by a collective agreement.

The number of FTSE350 companies who have worker directors on their board.

Impact – Why Employee Representation Matters

Enabling all people to have a voice at work will ensure that the best ideas are heard and help to protect vulnerable workers from exploitation. With continued reports of sexual harassment in the workplace, it is more important than ever that workers have a voice, know how to use it, and most importantly, have confidence that they will be heard and, where appropriate, action will be taken. When that doesn’t happen, trust and confidence in an organisation soon unravels.

Worker representatives, including trade unionists where they are present, are key to this, alongside some type of employee forum to facilitate this, along with regular employee satisfaction surveys, where issues are escalated to senior management.

Employee Representation In Practice

Case study: How to ensure all employees have a voice

Explore the CIPD’s research on individual and collective relationships between employees in the workplace.

Find out about employee consultation from ACAS

Our Stance On – Whistleblowing

We believe it is very important to have an open culture where people are encouraged to speak out. Aside from consultation and engagement with workers, we would also expect organisations of all sizes to have a mechanism for whistleblowing where, if employees see a danger, risk, malpractice or wrongdoing that affects others, they are clearly informed on how to report that internally or externally. This mechanism should include protection for whistleblowers from reprisals.

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