The glitz and glamour of BBC’s Strictly Come Dancing has been briefly overshadowed by recent developments involving professional dancer, Graziano Di Prima. The upcoming season, set to air in September, will go on without Di Prima after allegations of misconduct.
Whilst the BBC has not officially disclosed the nature of the allegations, reports imply that they involve claims of physical and verbal abuse towards Zara McDermott (Di Prima’s celebrity partner from the earlier season). The severity of the accusations prompted from the broadcaster to act quickly.
BBC officials have stated that Di Prima is:
“no longer a part of the line-up of professional dancers for the upcoming series”.
Additionally, the broadcaster stated:
“While we would never comment on individual cases, it is well-known that the BBC has established a robust duty of care procedures, and if issues are raised we will always take them seriously and act swiftly as appropriate.”
Di Prima addressed the situation on his social media, stating regret and hinting at the intensity of his training methods. He said:
“My intense passion and determination to win might have affected my training regime. Respecting the BBC HR process, I understand it’s best for the show that I step away.”
This scenario serves as a reminder of the complexities involved in handling workplace misconduct allegations, especially in high-profile environments.
What should I be doing as an employer?
For employers and HR professionals, it reiterates the importance of multiple key areas such as:
1. Carrying out investigations confidentially: It is important to maintain confidentiality when conducting investigations to protect the reputation of the employee(s) involved. However, there may be situations where an employer will struggle to maintain confidentiality due to media speculation and the individual being in the public eye, such as Di Prima.
2. Prompt and transparent action: If you are informed of accusations, that are similar to Di Prima’s, you must take prompt action due to the serious nature of the allegations and ensure your employees have a safe and respectable working environment.
3. Comprehensive support systems: As an employer, you owe a duty of care towards your employees. As part of your duty, you must ensure that your employees have adequate support systems available to them.
4. Effective reputation management: It’s essential that you handle any situations of this nature in a way that not only protects your employees but your business’s reputation too.
A disciplinary procedure for investigating workplace misconduct should include as a minimum:
1. Gathering evidence from various sources: a diligent employer will gather evidence from a variety of people and devices. The types of evidence could include things like witness statements and email or computer records.
2. Conducting thorough interviews: employers should carry out fair interviews with all of those involved and only ask questions that are relevant to clarify facts and challenge the credibility of the information you have gathered, where appropriate. Employers must be careful not to frighten or put off the interviewee through their questions or discourage employees from coming forward with information. Some contracts can give an employee the right to be accompanied to an interview so it would be prudent to check what an employee’s contract states and what your policies say where this is concerned.
3. Consider suspension (if necessary): In some cases, it may be necessary to suspend an employee during the investigation process where the allegations are sufficiently serious. You should take a view as to whether the employee’s presence poses a risk to the business or if you have concerns about potential evidence tampering.
4. Ensure a fair and balanced process is followed: Above anything else you must ensure you have policies in place that enable fair processes. The consequences for failing to follow procedures and fair processes can be significant.
Comment
As the above situation unfolds, it shows the importance of robust policies and procedures in maintaining a safe and respectful work environment. The entertainment industry, like any other, must prioritise the wellbeing of all individuals involved while upholding professional standards and there must be a fair process when allegations are made against employees.
How can we help?
Chloe Hickling is a Trainee Solicitor in our expert Employment Law team.
If you have any questions concerning the subjects discussed in this article, please contact Chloe or a member of our expert Employment Law team in Derby, Leicester, or Nottingham on 0800 024 1976 or via our online enquiry form.
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