The importance of delivering Sexual Harassment prevention training to your team

With the introduction of the Worker Protection (Amendment to Equality Act 2010) Act 2023 employers now need to look at the training of their employees to ensure that both managers are aware of how to respond to sexual harassment complaints, and how employees understand what is required of them.

In terms of manager training we feel that it is essential that managers have high quality interactive training that challenges their thinking. They need knowledge of what is required of them, they need to be able to discuss how this will work in practice and how they will demonstrate compliance. They will need to be able to demonstrate that they understand the new rules and how they will handle anyone who comes forward to make a complaint of sexual harassment in the workplace.

A suggested outline for Manager training would include:

1. Introduction

• Objective: To equip line managers with the knowledge, skills, and confidence to prevent, identify, and address sexual harassment in the workplace.
• Why It’s Important:
  • Legal obligations under the Equality Act 2010 and its amendments (including the Worker Protection Act 2023).
  • Impacts on individuals, team morale, and organizational reputation.
  • Managerial role in fostering a safe and respectful work environment.

2. Defining Sexual Harassment

• What is Sexual Harassment?
  • Legal definition under the Equality Act 2010.
  • Examples of verbal, non-verbal, and physical harassment.
• Myths and Misconceptions:
  • Addressing common misunderstandings (e.g., “It’s just a joke”).
• Case Studies: Practical examples to illustrate various forms of harassment.

3. Recognizing the Signs

• Direct Signs:
  • Complaints or comments from employees.
  • Observable inappropriate behavior.
• Indirect Signs:
  • Changes in employee behavior or performance.
  • Tensions or conflicts within teams.

4. Employer and Manager Responsibilities

• Legal Obligations:
  • Duty to prevent harassment and take “all reasonable steps.”
  • Vicarious liability: What it means for managers.
• Managerial Role:
  • Creating and promoting a zero-tolerance culture.
  • Leading by example with professional and respectful behavior.

5. Preventive Strategies

• Proactive Communication:
  • Setting clear expectations about acceptable workplace behavior.
  • Regularly discussing workplace policies during team meetings.
• Training and Awareness:
  • Ensuring all team members are familiar with harassment policies.
  • Encouraging open discussions about workplace respect.
• Environmental Factors:
  • Identifying high-risk situations (e.g., off-site events, unsupervised interactions).
  • Creating inclusive spaces where everyone feels safe.

6. Responding to Complaints

• How to Handle Reports:
  • Listening empathetically and taking complaints seriously.
  • Maintaining confidentiality and protecting the complainant.
  • Ensuring immediate action to stop ongoing harassment.
• The Investigation Process:
  • Key steps: documentation, impartiality, and adherence to policies.
  • Engaging HR for formal investigations when needed.
• Protection Against Retaliation:
  • Ensuring no victimization of complainants or witnesses.

7. Understanding the Worker Protection Act 2023

• Key Changes:
  • Reinforcement of employer responsibility to prevent harassment, including third-party harassment.
  • Increased liability for inaction.
• Practical Steps for Compliance:
  • Regular policy reviews and updates.
  • Visible commitment to harassment prevention through leadership and training.

8. Building a Respectful Workplace Culture

• Positive Leadership:
  • Managers as role models of respectful behavior.
• Team Dynamics:
  • Encouraging inclusive practices and addressing microaggressions.
• Feedback Mechanisms:
  • Creating safe channels for employees to share concerns without fear of reprisal.

9. Practical Exercises

• Scenario-Based Training:
  • Role-playing exercises to practice responding to complaints.
  • Analyzing hypothetical cases and discussing appropriate managerial actions.
• Group Discussions:
  • Sharing experiences and brainstorming preventive measures.

10. Summary and Next Steps

• Recap of key points: Definitions, responsibilities, and preventive actions.
• Resources for support (e.g., HR contacts, employee assistance programs).
• Follow-up actions: Continuous learning and implementation of training insights.

In terms of employees, we recommend the online classes from High Speed Training as being ideal in these circumstances. Here

If you have any questions about the new requirements under Worker Protection (Amendment of Equality Act 2010) Act 2023 just call us on 01527 909436.