UK Creative Industries Introduce New Behaviour Standards: Implications for Line Managers
The UK’s Creative Industries Independent Standards Authority (CIISA) has introduced comprehensive guidelines aimed at eradicating bullying, harassment, and discrimination within the creative sector. This move follows a series of high-profile workplace misconduct cases and highlights the critical role of line managers in fostering a safe and inclusive work environment.
For line managers, these new standards are not just recommendations—they represent a shift in expectations regarding how workplace behaviour is managed. From implementing clear reporting mechanisms to actively promoting respect and accountability, managers now have a key role in driving culture change within creative organisations.
The New Behaviour Standards: What Line Managers Need to Know
The newly established CIISA guidelines reinforce the responsibility of line managers to uphold policies that prevent misconduct, ensuring a safe and supportive atmosphere for all employees.
Why This Matters for Line Managers
• The creative industries often lack dedicated HR departments, placing more responsibility on managers to enforce standards.
• Workplace misconduct damages morale and retention, with bullying and harassment being cited as key reasons for high turnover in creative roles¹.
• Legal and reputational risks are increasing, making proactive management of conduct essential for compliance and brand protection².
Line managers who ignore or mishandle complaints risk not only failing their teams but also exposing their organisations to serious legal and reputational consequences.
Why CIISA’s Guidelines Were Introduced
CIISA’s guidelines were developed in response to multiple scandals involving misconduct in the UK creative sector, including allegations linked to figures such as Gregg Wallace and Gino d’Acampo, as well as issues arising from BBC’s Strictly Come Dancing³.
These incidents have exposed power imbalances, a culture of silence, and the absence of robust reporting mechanisms, leading to a widespread call for change.
According to Jen Smith, CIISA’s Chief Executive, the goal of these new standards is to provide clarity and accountability, particularly in industries where HR support is often lacking⁴.
Key Findings from CIISA’s Investigations:
• Many creative workplaces lack clear policies on misconduct, making it difficult for employees to know where to report concerns.
• Fear of retaliation is a major barrier to reporting, with many employees feeling that complaints will not be taken seriously.
• Poor managerial responses to harassment cases have led to legal claims and reputational damage for several creative organisations.
What This Means for Line Managers
Ignoring these issues is no longer an option. Creative organisations are being held to a higher standard of accountability, and line managers are expected to be active enforcers of workplace ethics, not passive bystanders.
The Role of Line Managers in Implementing CIISA’s Guidelines
For line managers, these guidelines demand a proactive approach to fostering a respectful and inclusive culture. This means:
Establishing clear reporting channels for misconduct.
Ensuring transparency in addressing complaints.
Providing regular training on workplace behaviour.
Holding employees accountable for maintaining professional standards.
A well-managed workplace doesn’t just comply with regulations—it boosts morale, improves productivity, and strengthens retention. Employees who feel safe and respected are far more likely to stay engaged and committed to their work⁵.
Culture change doesn’t happen overnight—but consistent, proactive management can transform a toxic environment into a thriving one.
Actionable Steps for Line Managers
If you want to align with CIISA’s new standards and create a safer, more inclusive workplace, here are some practical steps you can take:
1. Develop and Communicate Clear Policies
Define unacceptable behaviours and ensure all employees understand them.
Outline clear procedures for reporting and handling misconduct.
Regularly reinforce these policies through team meetings and resources.
2. Implement Training Programmes
Educate employees on professional conduct and workplace ethics.
Provide line managers with training on handling complaints sensitively and effectively.
Conduct bystander intervention training to empower staff to report issues.
3. Establish Accessible Reporting Mechanisms
Create confidential channels for employees to report misconduct.
Ensure whistleblowing protections to prevent retaliation.
Respond to complaints swiftly and transparently to build trust.
4. Foster an Inclusive Culture
Lead by example—demonstrate respect and fairness in your management style.
Encourage open dialogue where employees feel safe discussing concerns.
Recognise and reward behaviours that contribute to a positive workplace culture.
Why Line Managers Are Key to Cultural Change
The introduction of CIISA’s behaviour standards marks a major step towards improving workplace ethics in the UK’s creative industries. However, policies alone won’t drive change—line managers must lead the way.
By implementing clear policies, offering training, ensuring accessible reporting mechanisms, and fostering a culture of respect, managers can:
Ensure compliance with CIISA’s standards.
Reduce workplace misconduct.
Boost morale and employee engagement.
Create a culture where creativity and collaboration thrive.
At Thrive., we help line managers build and sustain workplace cultures that attract and retain top talent while ensuring compliance with new industry standards.
Book a call today to discuss how we can support your leadership team in implementing these changes effectively.
Reference List
1. CIPD. (2023). The Impact of Workplace Misconduct on Retention and Productivity.
2. ACAS. (2024). Legal Risks of Failing to Address Workplace Harassment.
3. BBC News. (2024). Scandals in the UK Creative Industry: Lessons Learned.
4. CIISA. (2025). Statement on New Behaviour Standards for the Creative Sector.
5. Harvard Business Review. (2024). The Role of Workplace Culture in Business Success.
