Managing Sexual Harassment in the Workplace
‘Be the change you want to see in the world’
Gandhi
Managing Sexual Harassment in the Workplace
In October 2024, the Worker Protection (Amendment of the Equality Act 2010) Act introduced a new proactive legal duty on employers. Under this change, organisations are now required to take reasonable steps to prevent the sexual harassment of their staff. This new “preventative duty” shifts the emphasis from responding to incidents after they occur to actively creating safer, more respectful working environments.
Blue Tulip Consultancy provide training sessions on Understanding and Managing Sexual Harassment in the Workplace.
Understanding and Managing Sexual Harassment in the Workplace session
The three-hour interactive session (either face to face or by virtual means) focuses on the following areas.
- Exploring the definition of sexual harassment within the types of interactions and logistics of ‘course of employment, including work related events
- Understanding the Worker Protection (Amendment of the Equality Act 2010) 2023
- Considering the 4-layering process and consequences/impact of unacceptable behaviours of a sexual nature and failure by management/organisation in taking reasonable steps
- Evaluating the Intention/Impact continuum
- Assessing the 8 Step Guide of proactive measures
- Taking responsibility – what if scenarios and actions
Understanding and Managing Sexual Harassment in the Workplace session – Independent Investigations
Blue Tulip Consultancy offers a comprehensive approach to handling sexual harassment issues in the workplace, Our commitment to handling these investigations promptly, effectively, and efficiently highlights the value of maintaining a safe and respectful workplace culture, as well as protecting the legal and reputational interests of employers.
Beyond resolving individual cases, these investigations provide organisations with insights into potential systemic issues, helping to create better policies, practices, and an inclusive culture
Understanding and Managing Sexual Harassment in the Workplace session Additional Information
In 2000, Snéha wrote her master’s dissertation (20,000 words) on the ‘Management of Sexual Harassment Rhetoric or Reality’. Apart from understanding the definition of sexual harassment and how it is manifested in the workplace, the aspect that resonated the most for her was the impact of the sexual harassment on those on the receiving end of such behaviour.
Since 2000, and after the Me-Too movement, whenever she has shared the title of her dissertation with colleagues, she would often get a response of ‘You showed a lot of foresight to focus on what is now a topical subject’.
But it was prevalent then but not talked about, whereas now it has become more pertinent, and even essential, for organisations to proactively respond to concerns of inappropriate behaviours of a sexual nature.
Understanding and Managing Sexual Harassment in the Workplace session Developing and maintaining an inclusive culture.
it is important for all of us to be aware that, whilst we have made huge strides in moving away from explicitly negative and sexually inappropriate behaviour, subtle comments and remarks considered to be innocuous can be damaging and help maintain the ripple-like effect of discrimination against women and men.
We need to be more aware of subtle sexism in the workplace, the need to move away from stereotypes and thereby prevent sexual harassment. It is important and necessary to place a greater focus on treating people as individuals and not negatively labelling them with the group that they represent.
Understanding and Managing Sexual Harassment in the Workplace is necessary, relevant and important
Related links:
Equality and Human Rights Commission quality and Human Rights Commission
UK Government ‘New protections from sexual harassment come into force’ press release