Work social media policy versus GC views

[namechangedontfireme]

Name change for this.

My employer has a social media policy which sets out how employees should use their personal social media accounts. I think in the past they’ve had issues with employees bringing the company into disrepute online, hence the policy.

I read the policy and it states that employees could be subject to investigation if they post anything offensive on social media. This includes closed groups and WhatsApp.

Firstly, this strikes me as unenforceable. Secondly, this seems like a massive overstep into private lives.

What I’m worried about is if my employer found my account on here or my Twitter. My posts about women’s rights would be deemed offensive by some, because I am gender critical.

I don’t want to challenge the policy but I want to know my rights if I am pulled up on it.

Has anyone got a similar policy at their work place? Does anyone here work in HR or legal? Does the policy sound a bit dodgy to you? I think it was drafted by a random project manager rather than HR.

Does the Maya ruling give me protection?

The policy is accompanied by an equality assessment which states it doesn’t have an impact on any protected characteristics. I’m inclined to think it actually impacts on all of them, because the way it’s worded means anyone saying anything could be in breach of the policy. Thoughts on this?

Bump. No idea but interested to hear what people think

Your employer has to stay within the law. Its not optional. They seem to interpret the law a certain way, but there hasn't been a test case afaik.
The Forstater ruling does give protection to genuine gender critical views, but generally its best not to post political or contentious stuff on an account linked to work. Don't post on your personal; accounts from work, using their computers or IIP address and don't link your online accounts to your work.
I don't see how they could possibly police closed, non work groups, or decide what is ''offensive''. If what you post is within the law and appropriate for the setting, they should butt out.
Gender ideology absolutely does impact on other protect characteristics and its pathetic of your employer to pretend otherwise.

Many companies have a disrepute clause in contracts as misconduct, or as part of a disciplinary policy. Do you think that it would be reasonable to ask for some clarification, and use an example unrelated to your views on women's rights?

It depends surely on whether your social media accounts are linked to work and if your user names are same or traceable back to your work account, surely?

My Twitter is easily traceable to me as I use it for work, so I don't write anything GC on it. My account here is anonymous, I change names frequently, I fudge personal details quite a lot and never post or check on a work computer - so the chances of work 'finding me' are slim. And tbh in that situation I'm not bringing the company into disrepute as no-one knows who I am or where I work.

WhatsApp groups are different and I'd be wary of someone I didn't know reporting me, it's a fairly well-known TRA tactic.

Sounds like I do pretty much the same as you @HoldontoOneMoreDay.

However, my Twitter is in my real name (first name only), with my photo and I would really like to keep it.

I have posted probably 5 GC tweets - they are all RTs (KKT, Janice Turner, Chimamanda etc) but I have hundreds of liked tweets where my views a very clear. My account is private and I never get into debates with anyone, but I am concerned about an anonymous report from a TRA.

They’d have to do a bit of Googling to find out my full name and current employer, but I’m sure they could.

Re. WhatsApp - I only talk with friends and family on there so it just seems bizarre that the policy would seemingly seek to prevent offensive comments there.