The Evolution of Workplace Humor
As a teenager, Stephanie Davies was suspended several times for cracking jokes at the expense of her teachers. “I learned quite early on that I could distract myself by making people laugh,” she explains. This experience has uniquely positioned her for her current role as a workplace banter consultant.
Davies used to be a stand-up comic, sharing a stage with notable comedians like Sarah Millican and Jason Manford. However, in 2005, she left the world of stand-up and founded her own consultancy: Laughology. Today, she works with a team of 17 to help improve office culture, guiding employees on the fine line between humor and potential legal issues.
Workplace banter is a topic that has gained significant attention recently. Angela Rayner, a prominent figure, is aiming to tighten up regulations around this issue. Reports suggest that her new Employment Rights Bill could hold companies accountable if an employee is harassed at work. The opposition warned that this could lead to a “chilling effect” on businesses, implying that such measures might stifle natural workplace interactions.
Davies has heard similar concerns before. “The standard phrase I hear is: ‘You can’t say anything anymore’,” she says. She acknowledges that comedy has evolved significantly over the past decade. When she started her business, there were jokes made about her being a woman CEO. While she believes these jokes were not intended to be offensive, they perpetuated unhelpful narratives.
Davies does not aim to create a sterile environment but rather encourages more laughter in the workplace. “I’ve done comedy for years, so obviously I think there’s a place for humor,” she states. “There’s a place for laughter, but we have to be more careful. Workplaces have changed, and they have rightly shifted. What was once acceptable and often ignored is now offensive or humiliating.”
When jokes cross the line, Davies and her team are called in to address various issues. For example, one organization brought them in because someone jokingly suggested that a peer had only gotten a position due to being the token non-white person. Such situations highlight the need for sensitivity and awareness in workplace interactions.
Sexist jokes are also prevalent across generations. Thanks to figures like Andrew Tate, there has been a rise in harmful narratives suggesting that women are getting above themselves. As a result, Davies observes an increasing number of young men making sexist jokes in private WhatsApp groups. These instances present unique challenges, as seen in a case where a group of men set up a WhatsApp group discussing why women shouldn’t be included in certain projects. The situation became problematic when a member reported it, leading to difficulties in addressing the issue.
Casual racism also rears its head frequently. Davies recounts a story where a new employee introduced himself, and a colleague struggled to pronounce his name. Another colleague suggested calling him “Kevin” instead, which led to the nickname sticking. While the employee smiled along, he felt his identity was reduced to a punchline.
According to a 2024 report by CIPD, 25% of UK employees have experienced conflict or abuse in the last 12 months, while 20% agreed that “people in my team can sometimes reject others for being different.” This highlights the ongoing challenges in creating inclusive workplaces.
With the workforce becoming both younger and older, navigating workplace humor is more complex than ever. Davies notes that for the first time, five generations may coexist in the workplace, from apprentices aged 16 to individuals in their late 60s and early 70s. Their sense of humor and banter differ significantly, adding layers of complexity.
It’s not just a generational clash. Younger people can offend older colleagues, such as someone saying, “Do you need me to show you how to do that, you old dinosaur?” Even among peers, issues arise. A senior female leader was jokingly asked by a male colleague if she was on her period after becoming emotional in a meeting.
In defense of sexual harassment claims against former MasterChef presenter Gregg Wallace, he claimed that his female co-stars laughed at his “sexualised jokes.” However, this does not mean a joke is automatically acceptable. Davies recalls a situation where a pregnant woman was joked about regarding her due date, turning her personal experience into a crude sexual comment.
Davies has established clear guidelines for understanding what makes a joke appropriate in the workplace. Here are her key points:
Check for the 8 Characteristics
Her first rule is straightforward. “In the HR world, there are eight protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy, maternity, race or religion, and sex and sexual orientation,” she says. “When it comes to jokes, stay away from those.”
Check the Context
“Think about the room that you’re in. Even if you are with a good friend or a colleague, and you believe you would say what you want to say in a pub together, remember you’re still in the workplace. Consider your seniority level and your power,” explains Davies. “I have seen it where two leaders have been sharing banter, and they thought that was okay, but they were in a room with more junior people. The junior people thought the banter seemed aggressive. It’s not so much who’s around, but what’s being heard. Thinking about the dynamics around you. If in doubt, don’t say it.”
If a Joke Crosses the Line, Don’t Ignore It
“There are so many polarised arguments in the world. We don’t want to polarise workplaces even more. We want to bring people together. Rather than accusing the person who made the bad joke, try and disarm them by saying things like: ‘Can I just have a quick chat? Can you explain why you said what you said a little bit more, because it didn’t feel very fair or nice?’”
If a person doesn’t respond well, an employee should decide whether they want to take it further. “Context is absolutely everything,” she says. “And that’s why going to the person directly is really important, so you can try to understand a little bit more and get the full picture before reporting something.”