Sexual Harassment In The Workplace
What is the the workers protection act?
The Workers Protection Act 2023, which requires compliance by 27th October 2024, orders employers to take proactive responsibility in preventing sexual harassment. This represents a shift from a reactive approach to a proactive one, where the focus is on preventing issues before they arise rather than addressing them afterward. All in the aim to create safer workplaces for employees.
In 2018, the Equality and Human Rights Commission (EHRC) reported that 40% of women and 18% of men in the UK experienced some form of sexual harassment at work, while 75% of people witnessed such incidents.
Here are some ways you can align with the new act.
Policy Review and Development
Look closely at your existing sexual harassment policies, ensure that they reflect the new legal requirements. The policy should clearly define sexual harassment, including examples of unacceptable behaviour.
Training Programs
Conducting mandatory training programs for all employees on sexual harassment is a great way to ensure you are raising awareness. Make sure to cover definitions, examples, and the impact of harassment. Training should also emphasise the importance of respect and boundaries.
Risk Assessments
Carry out risk assessments to identify areas where sexual harassment might be more likely to occur. This could involve examining workplace cultures, roles, and the effectiveness of current policies.
Reporting Mechanisms
Create multiple, easily accessible reporting channels for employees to report sexual harassment. Options should include things like online forms, dedicated phone lines, and in-person reporting to trusted individuals.
Build a supportive culture
Foster a culture of respect and equality where sexual harassment is not tolerated. Encourage employees to support one another and to speak up against inappropriate behaviour.
Documentation and Monitoring
Maintain thorough documentation of all complaints, investigations, and resolutions. This documentation should be secure and comply with privacy laws.
Regularly review and evaluate the effectiveness of your sexual harassment policies and procedures. Monitor trends and incidents to ensure continuous improvement and compliance with the new act.
Here’s why you should align with the new workers act.
Public Perception:
Organisations that demonstrate a strong commitment to preventing sexual harassment are viewed more favorably by the public, clients, and potential employees.
Employee Trust and Confidence:
When employees see that their organisation is serious about preventing and addressing harassment, they are more likely to trust leadership and feel secure in their work environment.
Industry Leadership:
By being proactive in aligning with the legislation, your company can position itself as a leader in business practices within your industry. This can set you apart from competitors who may be slower to adapt which puts you ahead of them.
