While written for the hospitality sector, the new guidance ‘Preventing sexual harassment at work: checklist and action plan for employers’ can easily be adapted for use by employers in other sectors.
The checklist and plan advise employers to consider:
- whether to make changes to the workplace environment (which includes, for example, work-related social events, and time during shift changes);
- working practices, including how to make it safe and easy for workers to report harassment, and ensuring training remains effective;
- whether communications with staff about harassment issues, both orally and through posters and other means, on issues such as how to spot harassment, how to report it, etc. are fit for purpose.
The new resources recognise that there should be zero tolerance of harassment in the workplace – particularly, in the hospitality sector, that it should never be treated as normal simply because alcohol is available there.
The action plan also gives guidance on how to monitor implementation of steps taken to combat sexual harassment. The checklist has a built-in monitoring register, so employers can record when it is used.
- Employers should check out the new guidance, review their sexual harassment policies, practices and processes, consult with both senior and junior staff for ideas on how to improve them to make employees feel less vulnerable and safer at work, and update them if necessary.
This article from Atom Content Marketing is for general guidance only, for businesses in the United Kingdom governed by the laws of England. Atom Content Marketing, expert contributors and ICAEW (as distributor) disclaim all liability for any errors or omissions.
Copyright © Atom Content Marketing
ICAEW Business Advice Service
Grow your business with trusted business advice. We connect entrepreneurs, start-ups, and SMEs with ICAEW regulated accountancy firms who will provide a free initial consultation without obligation.