The problem with ignoring ‘banter’ in the workplace

A lot of ‘banter’ in the workplace is dismissed, overlooked and laughed at. Even behaviour that is bullying or discriminatory can be dismissed as being funny or light-hearted banter in the office, regardless of whether someone feels hurt by the events. People often feel pressured to join in, out of fear of becoming the next target or because of a desire to ‘fit in’ with the group. However, ignoring or denying banter at the expense of other employees is saying that it’s okay to carry on.

Good banter vs. bad banter
No one wants to walk on eggshells at work, fearing that someone will become upset at any moment. Humour, comedy and jovial comments are good ways to connect as a team. Of course, there is always room for good banter in a workplace. This could be in the form of self-deprecating humour, or telling a light-hearted joke that doesn’t place anyone as the victim. It can break the ice, lift the mood and help to create a positive workplace. 

Unfortunately, some banter is bad banter, and this often depends on what is being said and the situation. Comments targeted at one person are risky, as it’s likely that the individual will feel singled out and bullied. It’s also important to avoid banter that highlights someone's flaws or wrongdoings. Even a light hearted comment could be funny at first, but come across negatively if the same comment is made time and time again.

Banter can also play out as microaggressions, and this is something that a lot of people need to educate themselves on. These are negative comments that are targeted as someone from a marginalised group, often going against inclusion in the workplace. There are also some examples of office banter that nullifies someone else’s thoughts or feelings, by implying that they are being oversensitive.

How to foster inclusion at work
Inclusion at work means creating an environment where people feel as though they belong and are safe. Inappropriate banter can prevent this, and eventually it can lead to long term damage amongst the team. The longer inappropriate banter goes on, the more of a negative impact it’s going to have. Even subtle forms of banter can have a big impact on someone’s confidence and self-esteem over time, leaving them feeling excluded and as though they don’t belong.

This is why it’s important to have a ‘no nonsense’ policy in the workplace in regards to inappropriate banter. Managers need to be aware of those who are excluded, those who are doing the excluding and what is being said. Addressing banter and exclusion head on is the key to fostering inclusion at work. 

Leaders need to be open and honest with individuals who need additional support at work, and put their assumptions aside to create an inclusive and connected team. Workplaces are made up of people with different backgrounds, beliefs, identities and feelings. Managers need to be aware of this, and have empathy for the differences this brings to the team. The sooner inappropriate banter is stopped, the sooner everyone