25 Oct 2018
Cases involving sexual harassment in the UK are difficult to identify, and only show a snippet of a much larger, widespread issue. Many cases of sexual harassment go unreported, while others never escalate to an employment tribunal.
However, research in 2017 found that from over 6,000 working adults in the UK, 40% of female participants had experienced sexual harassment, along with 18% of men. Sexual harassment remains a prominent issue today, and making sure your staff know the rules is one way you can stop the problem becoming an issue in your workplace.
What is sexual harassment at work?
First, we need to define sexual harassment, and what behaviours constitute it.
Sexual harassment, as defined by the Equality Act 2010, is “unwanted conduct relating to sex or of a sexual nature which has the purpose or effect of violating dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.” Here are some examples of sexual harassment behaviour:
- Sexual remarks, including comments on appearance or body.
- Jokes of a sexual nature.
- Sharing, showing, or accessing pornography at work.
- Cat calling.
- Sexual assault & rape.
Sexual harassment is also where an individual submits to, or rejects, the above behaviour and suffers as a result.
For example, if a boss promised an employee a promotion in return for sex, but then treated the employee less favourably, it would be sexual harassment regardless of whether the employee consented or rejected their boss.
For more on the question: “What is sexual harassment?” take a look at the sexual harassment in the workplace report by the Women and Equalities Committee.
What does the law say?
Sexual harassment law in the UK states that some behaviours, as well as being unacceptable in the workplace, are criminal offences. The Protection for Harassment Act 1997 protects employees from harassment and stalking, while the Sexual Offences Act 2003 protects employees from sexual assault and voyeurism.
How to report sexual harassment at work
It’s vital that your employees know how to report unwanted behaviour and know the rules. You can make the process easier for them by providing guidelines on reporting sexual harassment in your company handbook.
One way to ensure employees are reporting sexual harassment properly is to allocate a person to whom people can report allegations.
But be aware when doing this that some employees may not wish to disclose sensitive information to a particular person, so always have a fall-back individual, or other processes in place. Do not dismiss allegations based on bias towards the employee or situation.
For assistance dealing with a claim of harassment in the workplace, or to find out how to implement sexual harassment rules in your company policy, contact a Croner expert on 0808 145 3375.
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