How Employers Can Lead the Charge in Preventing Sexual Harassment: Beyond Compliance

The 26th of October 2024 is fast approaching, and with it comes a landmark change for UK workplaces: the Worker Protection (Amendment of Equality Act 2010) Bill. This new legislation places a statutory duty on employers to take reasonable steps to prevent sexual harassment in the workplace. It’s a powerful reminder that the issue of workplace harassment cannot be ignored, but it also raises an important question: Will employers treat this as just another tick-box exercise, or will they embrace the opportunity to drive real cultural change?

For decades, the conversation around sexual harassment has been largely reactive—dealing with incidents only after they’ve happened. But now, organisations are being called to take a more proactive stance, shifting from damage control to prevention. This isn’t just about avoiding legal consequences; it’s about creating environments where all employees feel safe, respected, and empowered.

In this blog, we’ll explore what these new legal requirements mean for organisations and how employers can go beyond compliance to create workplaces where harassment simply has no place

The New Duty: What ‘Reasonable Steps’ Really Look Like

The term reasonable steps might sound ambiguous, but its intent is straightforward: employers must take meaningful action to ensure their workplaces are free from sexual harassment. This isn’t about ticking off boxes—it’s about embedding deep cultural change.

But what does this look like in practice? Here’s a breakdown of what employers can do to meet and exceed this new legal duty:

1. Start with Education and Awareness

It’s impossible to prevent what you don’t understand. Employees need a clear understanding of what constitutes sexual harassment—whether it’s overt misconduct or subtle, inappropriate behaviours. But don’t stop at a single training session; ongoing education is key. Make these discussions part of the regular rhythm of your workplace, whether through workshops, internal communications, or peer-led sessions.

2. Provide Multiple Reporting Channels

Even the best prevention efforts can’t eliminate every issue. What’s critical is that when harassment does occur, employees have safe, accessible ways to report it. Don’t limit your options to formal complaint systems—introduce confidential, anonymous channels and informal processes where people can share concerns without fear of retaliation.

3. Empower Your Line Managers

Managers play a crucial role in maintaining the integrity of workplace culture. They are often the first to see the warning signs of harassment, so it’s essential they feel equipped to handle these situations. Invest in training that gives managers the confidence and skills to address inappropriate behaviour early and decisively.

4. Monitor, Track, and Improve

You can’t manage what you don’t measure. Regularly track your organisation’s gender diversity, monitor feedback from employees, and analyse trends related to workplace harassment. Use employee surveys and exit interviews to gather valuable insights, then take action based on what you learn. This isn’t just about compliance—it’s about continuous improvement.

Why Prevention Is More Than Just a Legal Duty

At first glance, the new duty to prevent sexual harassment might seem like just another legal requirement. But here’s the truth: it’s so much more. Preventing harassment is not only about protecting employees—it’s also about protecting your business.

Organisations that fail to take sexual harassment seriously face more than just tribunal penalties. In today’s competitive job market, your workplace culture is one of your greatest assets—or liabilities. Talented individuals want to work in environments where they feel safe, valued, and respected. If your organisation can’t deliver that, you risk losing your best people, damaging morale, and hurting your reputation.

Moreover, the impact of sexual harassment goes beyond the workplace. It’s a societal issue rooted in deeper problems such as gender inequality and power imbalances. By addressing harassment head-on, employers can challenge these systemic issues, contributing to a fairer, more equitable workplace.

Leading the Way: Going Beyond Legal Compliance

The introduction of this new duty isn’t just a legal milestone—it’s a catalyst for change. But while meeting the legal requirements is necessary, it’s far from sufficient. Employers have the opportunity to set a new standard for how workplaces handle sexual harassment, not just by reacting but by leading the way in prevention.

Here’s how you can take the lead:

1. Build a Culture of Openness

An effective anti-harassment strategy goes beyond policies and procedures. To truly prevent sexual harassment, employers need to foster a culture of psychological safety, where people feel comfortable speaking up and reporting concerns without fear of backlash. This starts by making it clear that harassment is taken seriously at all levels of the organisation.

2. Lead by Example

Workplace culture is shaped by those at the top. Leaders and senior managers must actively model the behaviours they want to see in the organisation. This means holding people accountable, addressing inappropriate behaviour immediately, and speaking up when something doesn’t align with the company’s values. By doing this, you send a strong message: respect is non-negotiable.

3. Reinforce Your Values Continuously

Your efforts to prevent harassment should be reflected in every aspect of your organisation—from recruitment and training to daily interactions. Reinforce your values regularly, and make sure they are lived out through your policies, behaviours, and decisions. This isn’t about short-term fixes; it’s about long-term cultural change.

4. Make Continuous Improvement the Norm

Cultural change isn’t a one-time event—it’s an ongoing process. Regularly review your harassment policies, track your progress, and ask for feedback from your employees. Adjust your approach as necessary and stay up to date with best practices. By making continuous improvement part of your organisation’s DNA, you’ll be better equipped to anticipate and prevent issues before they arise.

The Time to Act is Now

We’ve had laws in place to address sexual harassment for decades, yet incidents continue to occur. Why? Because compliance alone doesn’t change culture. This new duty presents an opportunity for employers to reimagine their approach to workplace safety, respect, and inclusion. It’s time to stop treating harassment as a problem to solve after the fact and start focusing on prevention.

So, here’s the challenge for employers: Don’t wait for the law to force you into action. Take this opportunity to lead the way in creating workplaces where harassment simply doesn’t have a place. By doing so, you’ll build not just a compliant workplace, but a thriving one—where every employee feels safe, valued, and able to bring their best selves to work.

Are you ready to lead that change?

How WINC HR Can Help

At WINC HR, our team of experienced HR consultants is ready to assist you in creating safer, more inclusive workplaces. We specialise in helping organisations implement effective anti-harassment strategies and build cultures of respect and integrity. Whether you need guidance on training, reporting mechanisms, or fostering a more inclusive environment, we have the expertise to support you. Reach out to us today to learn how we can partner with you to create a workplace where every employee feels safe, respected, and empowered to thrive.

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about the author

Portrait of Karl Wood with circle frame.

Karl Wood is a global HR and employment professional who has an impeccable record in delivering HR solutions for industry leading firms. Known for his characteristic creativity, Karl champions ideas that promote growth, profit and a positive organisational identity.