How to prevent sexual harassment in the workplace

Under the Human Rights Act 1993 it’s unlawful for a person in their area of employment to engage in sexual harassment towards another person. It’s important that employers understand their role in addressing and preventing sexual harassment claims. In this article, we’ll go over what sexual harassment is and how to prevent sexual harassment in the workplace.

What is sexual harassment in the workplace?

Sexual harassment in the workplace occurs when one employee, often in a position of authority or influence over another employee:

• Offers or requests sexual favours with a promise of better treatment/career prospects if given, or a threat of worse treatment/career prospects if not given.
• Behaves in an unwanted or offensive way to another employee through language, ‘humour’, sharing images, or physical behaviour.

Examples of sexual harassment in the workplace can be things like:

• Personal comments or teasing of a sexual nature.
• Displaying sexually offensive images.
• Sexual remarks or jokes.
• Intrusive questions about a person’s sex life.
• Unwanted physical contact.
• Unwanted or persistent social invitations or contacts.
• ‘Hints or promises’ of career advancement for sexual favours, and vice versa.
• Actual sexual assault or rape (which are criminal offences).

How can employers ensure a safe environment for reporting harassment?

Because of the difference in authority or power, victims of sexual harassment can often feel powerless or unable to prevent, stop or even report the situation.  For this reason, it’s very important that an employer creates a well-known, easily available and effective system for the reporting of sexual harassment and other conduct issues. This should at least be in the form of a policy, a complaints/grievance process and a clear code of conduct.

It’s not enough just to have systems and processes in place

Workplaces which are committed to preventing sexual harassment will:

• Provide training and instruction to all employees in relation to sexual harassment and the processes for dealing with complaints.
• Provide additional and specific training to managers and any health and safety
• Provide support to employees who experience (or observe) sexual harassment (this can be through confidential external support services such as an Employee assistance programme).
• Investigate complaints and take appropriate action.

Prevention starts at the top

A positive and trusted workplace culture starts from the top with a goal to create a culture of consistent zero tolerance of workplace sexual harassment. Its where employees know what’s expected from them and what to expect from each other, where they respect each other and where their behaviour aligns with those expectations.

It’s essential to have training and procedures to prevent sexual harassment in the workplace in place, especially if an employee alleges they’ve experienced it. Do you have sexual harassment frameworks in place to deal with such a claim, and are you equipped and confident enough to manage this issue on your own?

How can Citation HR help?

Citation HR Software comes with hundreds of legally sound, best-practice templates, documents, and policies to help you tailor and update your sexual harassment policy. Should a sexual harassment claim arise, our experienced and friendly workplace experts at Citation HR will answer any questions you may have via the 24/7 HR Advice Line. Want to learn more about how a Citation HR subscription can protect your business and your people? Contact us today.