The recent government response to a consultation on sexual harassment makes employers liable if they do not provide a workplace free of harassment…
The main recommendations are:
- Introducing a mandatory duty on employers to protect their staff from sexual harassment at work.
- Introducing explicit protections for employees from harassment by third parties, for example customers or clients.
- Considering extending employment tribunal time limits from three to six months.
- Tasking the EHRC with developing a statutory code of practice on sexual harassment and harassment at work, setting out the steps that employers should take to prevent and respond to sexual harassment, and what can be considered in evidence when determining whether the duty has been breached.
So what does this mean in practice?
How can all organisations take steps to ensure that sexual harassment is stamped out?
How do we make sure that with the move to lots more virtual working, that we halt the worrying increase in online sexual harassment (reported in a recent survey by charity Rights of Women) rightsofwomen.org.uk/news
Stella will address these questions, and more, and equip you with practical ways of creating a working environment that is free from sexual harassment for all:
- When does behaviour “cross the line” and become sexual harassment? For example when does a compliment go too far?
- What should we be doing in our organisations right now? For example Do we have a policy? Does it give enough guidance?
- How do we create a culture where everyone feels safe and comfortable to speak up?
- How do we open up discussions in our own teams about sexual harassment?