A female marketing manager has won her harassment case after facing unwanted comments from her “old school” boss, who backed Jeremy Clarkson’s controversial tweet about Meghan Markle.
The tweet, which suggested parading the Duchess of Sussex naked through the streets, sparked widespread backlash.
Helen Selkin’s Stand Against Misogynistic Comments
Helen Selkin, who worked as a marketing manager for an agricultural machinery firm, filed a complaint after her sales director, Charles Bedforth, openly defended Clarkson’s degrading comments about Markle.
Despite the offensive nature of the tweet, Bedforth reportedly said he saw nothing wrong with it, endorsing Clarkson’s opinion.
This dismissal of Selkin’s concerns was a central issue in the case, as she described the comment as “sexist and dreadful.”
Harassment and Degrading Remarks at Work
The harassment wasn’t limited to Bedforth’s endorsement of the controversial tweet.
The tribunal also heard how Selkin was subjected to degrading comments by the company’s managing director, James Woolway.
In one instance, he referred to her and another woman as “witches,” suggesting they should be left to “stir the cauldron.” This remark was part of a broader pattern of “traditional” and outdated attitudes that were prevalent in the company, which ultimately created a hostile work environment for Selkin.
Troubling Comments and the ‘Old School’ Mindset
The tribunal revealed that Woolway made another inappropriate comment when he told Selkin not to “spend too much, you’re not shopping for a dress” in front of male colleagues.
These comments were found to be demeaning, demonstrating a lack of awareness of how such remarks could offend a female subordinate.
Woolway’s traditional views, although perhaps not intended to cause harm, were seen as out of touch and problematic, especially given his position as managing director.
Further Harassment by Sales Director Charles Bedforth
Bedforth’s “old school” mindset extended beyond his views on Clarkson’s tweet.
He was also found to have made a crass comment to Selkin, joking about her having a boyfriend and making an upsetting remark about her parents.
Despite these comments not being intentionally malicious, they were deemed to contribute to a culture of harassment at the company.
Bedforth’s lack of understanding regarding the impact of his words further solidified the tribunal’s decision that his behavior amounted to harassment.
Unfair Dismissal and Compensation for Selkin
Selkin’s troubles didn’t end with the harassment; she was also wrongfully dismissed after suggesting that all men should undergo vasectomies, a comment made in the context of a discussion about the Roe v Wade ruling in the United States.
Her suggestion, which was seen by some as extreme, led to a male colleague filing a complaint about her “misandrist behavior.”
Selkin was fired after an inadequate investigation into the situation, and the tribunal found her dismissal to be unfair.
A Call for Progress and Inclusion
In its ruling, the tribunal pointed to the company’s lack of progressive values, with both Woolway and Bedforth displaying outdated views.
Judge Elizabeth Heap described their mindset as reflective of a bygone era, which is inappropriate in today’s workplace culture.
While traditional values can be respected, they should not come at the expense of inclusion and progress, especially in a professional setting.
Next Steps and Potential Compensation
As a result of the tribunal’s decision, Helen Selkin is now in line for compensation.
The exact amount will be determined at a later date, but her victory marks an important step in holding companies accountable for fostering a respectful and inclusive environment.
The case serves as a reminder of the importance of understanding and addressing harassment in the workplace, especially when it involves deeply ingrained cultural attitudes.