Insights
Jul 4, 2025
Creating Safer teams starts with how we joke
Let’s be honest, we all love a bit of workplace banter, especially in Ireland. Humour keeps things light, breaks the ice and can even make work feel less like...well, work! But sometimes jokes land badly, and that awkward laughter or uncomfortable silence creeps in. Suddenly, a casual bit of craic doesn't feel so funny anymore.
So, how do you gently step in when a joke crosses a line, without becoming the office “fun police”? Here are some simple and practical tips on handling tricky moments sensitively and confidently.
First things first—Why does humour sometimes miss the mark?
We usually joke around to build connections or keep things relaxed. But some jokes can unintentionally reinforce negative stereotypes or exclude people who don’t share the same cultural reference points. Research shows us that jokes based on stereotypes or biases—even when unintended—can negatively affect people’s sense of belonging and comfort at work.
Even “harmless banter” can feel isolating if you’re the constant target.
Scenario time: When the banter goes sideways
Let’s picture a common scene: you’re in a team meeting, and Liam drops a joke that relies on stereotypes about another colleague’s cultural background. A few chuckles, a few cringes, and plenty of uncomfortable shuffling around the table. Not great. So, what can you realistically do right there, in that moment?
Here’s your practical toolkit!
1. Gentle Redirection
Keep it casual, but clear. Diffuse the tension without escalating the awkwardness:
- “Ah Liam, maybe let’s steer clear of that kind of joke?”
- “Come on, we’re better than that—let’s keep things friendly for everyone.”
A quick, gentle steer can keep the room comfortable without making anyone defensive.
2. Ask with curiosity, not confrontation
Sometimes asking questions encourages reflection without causing defensiveness:
- “Sorry, can you explain what you meant by that? Just didn’t land right I think.”
- “I'm not sure everyone got that joke, could you explain what you mean?”
Genuine curiosity invites reflection. It gives people a moment to pause and reconsider the impact of their words.
3. Calmly challenge stereotypes
If certain jokes keep popping up, gently pointing them out can be powerful:
- “I know it's meant as a joke, but those comments can feel a bit exclusionary to be honest.”
- “Jokes like that might reinforce stereotypes, let’s find ways to be funny without doing that, maybe?”
This signals clearly that the workplace values respect alongside humour.
If you’re the one who slipped up…
It happens to all of us—no one gets humour right 100% of the time. The key is handling it graciously:
- “Ah, sorry, that wasn't my finest moment. I'll be more thoughtful next time.”
- “Thanks for pointing that out—I didn't mean it that way, but I see what you mean.”
People appreciate honesty, and owning your mistakes can turn awkward moments into trust-building opportunities.
Managers, you set the tone!
If you’re leading a team, your behaviour shapes the culture:
- Make it clear your team values inclusivity and respectful humour.
- Set gentle, straightforward guidelines on what jokes are okay and what's off-limits.
- Lead by example. If your humour is respectful and inclusive, your team will naturally follow your lead.
A quick reminder: Boundaries are healthy!
You never need to laugh off a joke that makes you feel uncomfortable. Setting clear, friendly boundaries helps create a healthier work environment for everyone.
At GORM, we believe banter should lift everyone up, not bring anyone down. So let’s keep the jokes funny (and inclusive!) for everyone.
Ready to embed cultural diversity and intercultural competence into your organisation’s DNA? Join the waitlist now for GORM’s upcoming Unified Business Programme—a structured journey towards lasting inclusion and stronger teams.
Aniruddha Methi (she/they) is an Erasmus Mundus scholar and trainee Social-Cultural Psychologist. She is committed to advancing systemic equity, inclusion, belonging and social justice for oppressed communities, actively incorporating an intersectional lens. Aniruddha brings over 2 years of dynamic experience across India, Canada, Ireland, and Portugal in results-driven project management, onsite and remote coordination of multicultural teams, and administration for national NGOs and psychology laboratories. Fluent in English and Hindi, she is robustly equipped to engage with diverse stakeholders and cultivate impactful DEI and intercultural competence initiatives in organisations.
