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5 Steps HR Can Take To End Workplace Harassment
Focusing on Sexual Harassment this article on the Amercian SHRM site outlines the importance of: commitment; encouraging bystander intervention; holding people accountable; creating a speak up culture; and assessing and addressing your response culture.
ACAS guidance and advice relating to Sexual Harassment in the Workplace
The ACAS website has a page full of advice and guidance relating to Sexual Harassment in the Workplace This includes a link to a policy paper Sexual harassment in the British workplace.
Encouraging A Speak Up Culture
The Institute of Business Ethics provide advice on how organisations can strengthen their ethical culture by sharing knowledge and good practice. Amongst their many Speak Up resources is a toolkit to help employees prepare for raising a concern at work.
'Speaking up is the ultimate act of loyalty' - an interesting blog article on the Institute of Business Ethics' website.
House of Commons, Women and Equalities Committee
This report begins by looking at what sexual harassment is, how common it is in UK workplaces and its impact. This is followed by sections on: putting sexual harassment at the top of the agenda; requiring regulators to take a more active role; and making enforcement processes work better for employees. The final section discusses cleaning up the use of NDA's (Non-disclosure agreements).
How one UK University confronted its Sexual Harassment problem
Goldsmiths had found itself at the heart of the scandal after a number of students made complaints of sexual harassment, sexual misconduct and bullying against staff. They have since tried to learn from the experience and position themselves as a leader in the handling of cases of sexual harassment and misconduct.
This Guardian article outlines the measures the University has put in place to effectively deal with complaints.
Sexual Harassment and Harassment at Work: Technical Guidance
In January 2020 the Equality and Human Rights Commission created a document entitled 'Sexual harassment and harassment at work: technical guidance' which can be downloaded in pdf format.
This page of their website provides further guidance and support for both employers and individuals.
Sexual Harassment Case Law
On the Redmans Solicitors website there are a number of articles and cases related to Sexual Harassment. This quick guide for employees is a useful reference point.
Sexual Harassment in the Workplace: CIPD
The Chartered Institute of Personnel and Development has guidance on its website: 'Sexual harassment in the workplace' This page provides practical support around key areas to tackle sexual harassment and bullying at work.
Sexual Harassment Policy Checklist
Provided by the NASUWT, the teachers union, this webpage provides a list of the important aspects any effective and acceptable sexual harassment policy should contain.
Speaking up about Sexual Harassment
'Even in the current climate reporting sexual harassment is seen as risky. Building a healthy culture, putting the whistleblower's needs first, and showing that their concerns are acted upon, will encourage more people to come forward.'
A quote from an article by John Wilson, chief executive of whistleblowing hotline Expolink.
Still Just a bit of Banter?
In 2016 the TUC, together with the 'Everyday Sexism Project' launched 'Still just a bit of banter?' A document outlining Sexual harassment in the workplace in 2016.
Tackling Sexual Harassment: CAB
The Citizen's Advice Bureau also has a page dedicated to 'Tackling Sexual Harassment' which is clear and concise.
Why Sexual Harassment Awareness Training is Essential In Certain Sectors
According to the latest figures listed on the UK games industry fact sheet, just 19% of those working in the games industry in the UK are women. This compares to the current UK average of 47% of the workforce being women.
Of those women working in the industry who responded to the Gender Balance Workforce Survey, a third had experienced harassment or bullying because of their gender and 45% felt their gender had been a limiting factor in their career progression.
This article explores why women are reluctant to report inappropriate behaviour in a male dominated environment and how mandatory training is recommended to encourage diversity, inclusion and respect in the workplace.
Why we fail to report sexual harassment
Suggestions to make reporting more likely include: providing bystander training for employees; developing clear HR and reporting systems e.g. processes to reduce risk of retaliation or gossip; developing a culture, with the commitment of senior management, that reflects an intolerance of sexual harrassment.
Additional Resources Pages
- View our Stress Management Resources here
- View our Mental Health Awareness Resources here
- View our Bullying Awareness Resources here
- View our Mindfulness Resources here
- View our Equality & Diversity Resources here
- Recommended Apps for Resilience, Mindfulness, Mental Health and Sleep
Bullying at Work Training Courses
- Bullying in the Workplace: Training for Managers
- Bullying in the Workplace: Be Aware!
- Dealing with Difficult Behaviours
- Tackling Sexual Harassment at Work
- Bullying – Customised Training
Please Note: The information in this website is for general guidance and is not legal advice. Please be aware that some of the articles mentioned on the resources pages originate from countries with different legal requirements from those in the UK.
Equilibrium Associates Limited (In Equilibrium) will not accept liability for any loss, damage or inconvenience arising as a consequence of any use of or the inability to use any information on this website. We are not responsible for claims brought by third parties arising from your use of in-equilibrium.co.uk
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