It’s almost a year on since the Worker Protection Act introduced the proactive duty for all employers to take reasonable steps to prevent sexual harassment at work. Doesn’t. Time. Fly.
In that time, ACAS statistics show a 39% rise in calls to its helpline seeking advice about workplace sexual harassment. Awareness is increasing, so are expectations. And the reality – we’re yet to see this work through the tribunal process (because of case backlogs), so won’t truly see the impact for a number of years.
With the Employment Rights Bill set to extend this duty to “all reasonable steps”, employers can’t afford to sit back. If you’ve already reviewed your approach and taken proactive action, you’re on the right track. If not, here’s what “reasonable” looks like in practice, and five steps we’d be taking now…
Dust off your policies – out-of-date or generic anti-harassment policies won’t cut it. Make sure your policies are reviewed, clearly outline reporting routes, and are communicated regularly. We can help to review and update your policies.
Zero-tolerance – policies aren’t worth the paper they’re written on if harassment goes unchallenged. A clear, consistent and robust approach is required – whether it’s nipping subtle behaviours in the bud or handling more serious incidents. Leaders and managers must be empowered to act decisively. Employment tribunals will back employers who take this approach.
Training that sticks – tribunals have made it clear: stale, “tick-box” training offers no protection. Invest in meaningful, engaging learning that equips employees to recognise, challenge and report inappropriate behaviour. We’ve developed eLearning that goes beyond compliance – book a demo or speak to us about a review of your current training.
Risk assessments that work – think through when and where harassment risks might arise – in the office, social events, online (to name a few!). Assess the measures you’ve got in place, whether they’re working, who’s responsible, and how they’ll be reviewed. Our Intelligent Employment platform includes a sexual harassment risk assessment to support you.
People trained to respond – complaints are hopefully few and far between in your organisation, but that makes it even more important that the individuals handling them are skilled, confident and supported. Provide additional training to specific colleagues so concerns are dealt with fairly and consistently. We can help with this type of training – get in touch.
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This update is accurate on the date it was published but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.
