Sexual Harassment Prevention & Reporting | Workplace Guide | Skillcast

The Worker Protection (Amendment of Equality Act 2010) Act places a positive legal duty on companies to take "reasonable steps" to prevent sexual harassment.

Preventing and addressing sexual harassment is essential for maintaining a respectful workplace. A proactive approach can help organisations mitigate risks while supporting employees who experience harassment.

Reasonable steps for preventing sexual harassment

Employers have a legal and ethical responsibility to prevent sexual harassment. Under the Equality Act 2010, businesses must take “reasonable steps” to safeguard their employees. These steps include:

Establishing clear policies

Policies should define what constitutes sexual harassment, outline consequences for violations, and specify reporting procedures. Regularly updating policies ensures they remain relevant and effective. Organisations should also display these policies prominently in common areas and onboarding materials to ensure visibility.

Training and education

Mandatory training sessions for all employees, including leadership, help foster a culture of respect. Training should cover:

• Recognising inappropriate behaviour.
• Understanding the impact of harassment.
• Effective bystander intervention techniques.
  
  Organisations can incorporate case studies and testimonials from real-life scenarios to drive home the importance of these issues and make the training more relatable.

Fostering a positive culture

Organisational culture plays a critical role in preventing harassment. Promote values of inclusivity, respect, and open communication. Celebrate diversity and encourage team-building activities that strengthen workplace relationships. Leadership must model appropriate behaviours to set the standard for others.

Monitoring and accountability

Regularly assess workplace culture through anonymous surveys and feedback sessions. Hold leadership accountable for upholding standards and addressing concerns promptly. Consider appointing a diversity and inclusion officer to oversee these efforts and act as a liaison for employees.

The role of external partners

In addition to internal measures, organisations can collaborate with external partners to bolster their prevention efforts:

• Specialist organisations: Partner with groups that provide expertise in sexual harassment prevention and training.
• Legal advisors: Seek advice to ensure compliance with UK laws and regulations.
• Support networks: Connect employees with external support services, such as counselling or advocacy groups.

Reporting sexual harassment

Encouraging employees to report harassment is vital for addressing issues effectively. However, the process must be clear, supportive, and non-intimidating.

Steps for sexual harassment reporting

1. Document the incident: Employees should keep a detailed record of incidents, including dates, times, locations, and witnesses. Any supporting evidence, such as messages or emails, should also be preserved.
2. Use internal procedures: Most organisations have grievance procedures outlined in their policies. Employees can report incidents to HR or a designated officer. A whistleblowing policy can also support employees who feel their complaints may not be addressed adequately.
3. Seek external assistance: If internal efforts fail, employees can seek help from external bodies like ACAS (Advisory, Conciliation and Arbitration Service), Citizens Advice, or pursue legal action through employment tribunals. In the UK, victims have three months (minus one day) from the incident to file a tribunal claim.

Employer responsibilities for sexual harassment policy

Employers must handle reports with sensitivity and efficiency:

• Confidentiality - Protect the complainant's identity to prevent retaliation.
• Fair investigations - Ensure investigations are unbiased and thorough. Engage independent investigators where necessary.
• Timely resolution - Address complaints promptly and communicate outcomes to all parties involved.

Supporting victims of sexual harassment

Employers should prioritise the wellbeing of victims by:

• Providing access to professional counselling and support services.
• Offering flexible working arrangements during investigations.
• Regularly checking in with affected employees to ensure their needs are being met.
  
  Employers should also facilitate reintegration plans for victims returning to work after a harassment incident, ensuring they feel supported and valued.

Sexual harassment prevention and reporting are fundamental to creating a safe and respectful workplace. Employers must invest in education, robust policies, and effective support systems, while employees should feel empowered to report incidents without fear. Together, these efforts contribute to a culture of inclusivity and mutual respect.

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