Since Saturday 26th October 2024, employers have been obliged to take reasonable steps to prevent the sexual harassment of their employees in the course of their employment.
The Equality and Human Rights Commission has prepared a checklist and action plan to help employers create a safer working environment and comply with their legal obligations under the Worker Protection Act. It is designed for the hospitality sector, but you can tailor it to your workplace.
What does it say?
Checklist
The checklist focuses on three areas:
Communicating with staff: Promoting a zero-tolerance culture and ensuring staff members know that sexual harassment is taken seriously.
Changing the working environment: Making the physical and social environment as safe as possible.
Working practices: Implementing policies and procedures to identify and address sexual harassment.
How should you use it?
Consider how the checklist fits your workplace and who will use it.
Are team managers or supervisors the right people to use it?
Is it easy for them to use?
How can you support staff in using it?
Run awareness campaigns, update policies, deliver training, and involve the right people.
Ten actions
- Ensure those controlling staff hours and incentives do not abuse their power.
- Regularly reiterate the zero-tolerance approach to sexual harassment.
- Ensure people have multiple trusted contacts for reporting issues.
- Survey staff members about their safety and adjust the environment accordingly.
- Remind staff members about sexual harassment policies and zero tolerance.
- Use briefings to identify people who are responsible for handling complaints.
- Plan for potential harassment situations, such as large group bookings.
- Provide confidential reporting options.
- Discuss any incidents to raise awareness and show seriousness in handling them.
- Remind staff that social activities are still associated with the workplace.
Action plan and monitoring logs
Record what you have done to integrate the checklist into your practices, including updating policies, training staff, and supporting its use. Complete monitoring logs to track the checklist’s use and effectiveness, with quarterly in-depth logs to evaluate the impact and plan future actions.
Take a proactive approach to preventing sexual harassment with clear communication, environmental adjustments, and robust policies and procedures. Use these tools to create a safer and more respectful workplace.
Source: Preventing sexual harassment at work: checklist and action plan for employers | EHRC
