Unfortunately, workplace sexual harassment continues to be a problem faced by many employees, not just within the UK but all around the world. In most cases, an employer is legally responsible for the harassment suffered by their employees during their daily jobs. Thankfully, some measures may be implemented to minimise the risk of it affecting the workflow and the lives of the staff.

1. WHAT HR CAN DO
TO ADDRESS SEXUAL
HARASSMENT
Unfortunately, workplace sexual harassment
continues to be a problem faced by many
employees, not just within the UK but all
around the world.
If you want to ensure that your policies and training
matter, you must ensure they comply in practice.
This means communicating clearly with your
employees upon hiring and periodically throughout
employment.
You need to take the time to recognise where the
risks appear in your organisation. Once you
recognise risk factors, consider the measures you
can take to improve things.
Lack of diversity in all levels of your organisation,
including leadership, means you have a higher risk of
harassment. Some groups are at a greater risk than
others, specifically women and those where
protected characteristics and intersectionality are a
thing.
This is an important step toward continued
success in changing your organisation's culture.
Everyone plays a role in maintaining a safe
environment free of sexual harassment.
Improve the Quality
of Training and
Policies
Recognising
Environmental
Factors to Sexual
Harassment
The Importance of
Diversity
Instilling Personal
Responsibility
Until employees can feel safe and supported when
they report harassment, an organisation doesn't
have a clear and accurate view of whether or not a
problem exists or how much it needs to be
addressed.
To make things meaningful, you must ensure you
have targets and a progress update with a standing
board agenda time, ensuring everything is
addressed and followed through.
Support for
Reports
Public
Commitment to
Improvement
telljane.co.uk