Employers now have a legal duty to take reasonable steps to prevent sexual harassment and create a safe working environment. In this article, CFG shares what it's doing to strengthen its policies and shape a culture of safety and respect.
Sexual harassment remains a pervasive issue in workplaces across the UK. A 2023 poll of more than 1,000 women, published by the Trade Union Congress (TUC), has found that three in five (58%) reported experiencing sexual harassment, bullying or verbal abuse in the workplace
A further survey by the Young Women's Trust revealed that one in four young women fear losing their job if they report sexual harassment. This fear is particularly pronounced among young women of colour and those with disabilities, with 30% and 37%, respectively, expressing such concerns.
The TUC's report on sexual harassment of LGBT+ workers is equally alarming. Seven out of ten LGBT workers have experienced some form of sexual harassment, with nearly one in eight LGBT women reporting serious sexual assault or rape at work.
The impact of sexual harassment can be devastating, leading to potentially severe mental health issues, as well as decreased productivity, and even job loss.
To address this issue, the UK government has introduced new legislation that places greater responsibility on employers to prevent and respond to sexual harassment.
Committing to a safer workplace
Charity Finance Group (CFG) is committed to creating a safe and respectful workplace for all its employees and in response to the new legislation, has strengthened its sexual harassment policy. It outlines clear procedures for reporting and addressing incidents of harassment.
Laura Millar, CFG's Head of HR, emphasises the importance of proactive measures: "Ensuring the element of risk from third parties that workers come into contact with is included in the policy, risk assessments are in place and regularly reviewed, and that the organisation has been proactive in training employees and managers to be aware of and know what to do should a case like this be reported."
Creating a safe and supportive workplace
To prevent sexual harassment and create a positive work environment, organisations should consider the following:
1. Develop a robust Sexual Harassment policy:
a) Clearly define sexual harassment and outline specific examples.
b) Establish clear reporting procedures and ensure confidentiality.
c) Implement a fair and impartial investigation process.
d) Provide training for all staff on sexual harassment prevention and response.
e) Regularly review and update the policy to reflect changes in legislation and best practices.
2. Foster a culture of respect:
a) Promote a culture of respect and inclusivity through leadership and modelling positive behaviour.
b) Encourage open communication and provide opportunities for staff to voice concerns.
c) Create a psychologically safe workplace where employees feel comfortable reporting incidents.
3. Offer support and resources:
a) Provide access to counselling and support services for victims of sexual harassment.
b) Offer training on bystander intervention to empower employees to take action when they witness harassment.
c) Collaborate with employee resource groups to address specific concerns and needs of marginalised groups.
4. Monitor and evaluate:
a) Regularly assess the effectiveness of your sexual harassment policy through surveys and feedback mechanisms.
b) Track incident reports and take prompt action to address concerns.
c) Review and update policies and procedures as needed to ensure they remain relevant and effective.
By taking these steps, charities can create a safer workplace where everyone feels valued and respected. It's crucial to remember that preventing sexual harassment is not just a legal obligation but a moral imperative.
By prioritising the wellbeing of employees, organisations can build stronger, more productive, and more ethical workplaces.
Related content
New protections from sexual harassment come into force, 26 October 2024
ECHR publishes updated workplace sexual harassment guidance, 26 September 2024