THE LAW-ABIDING DIRECTOR
Olivia Broderick
Executive PA @ stopsexualmisconduct.co.uk | Stop Sexual Misconduct
Tuesday 2nd January 2024 was an exciting day for one law abiding director, or so she thought. The police arrive at her office and arrest four members of her staff, one of whom was a senior manager. No reason at that time given to the director as to why four of her staff had been arrested.
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Mid-December a staff Christmas party was held with her 72 staff in attendance.
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32% of UK companies only have awareness training and procedures in place of which a percentage I would argue are incorrect or outdated, this company is one of the 68% of companies that don’t have any of the above.
Allegations are 2 counts of rape, 1 count of attempted rape, 5 counts of indecent assault, procession and distribution of class A drugs (all during a workplace event). Outcome thus far – all four bailed to reappear at the police station in six weeks, all suspended from work (explain that one to the better half at home!) pending conclusion of police matter, if charged that’s another nine months or so down the line…
Two staff (the complainants) off sick until full internal investigation (of which at least 30% of those who attended will be questioned), and maybe counselling, police involvement, court, employment lawyers rubbing their hand’s etc. Oh, did I mention word of this has spread around the office like wildfire. Play with fire, you will get burnt!
The Worker Protection (Amendment of the Equality Act 2010) Act 2023 is now law and is in place for a reason, so all non-law-abiding director’s take heed.
2023 - ￡37K Average awarded for Sexual Harassment at work.
2023 – ￡2.2 million - Highest award to prison officer for Sexual Harassment and discrimination.
2023 – Over 3000 cases of sexual offences with police involvement starting at the workplace.
2023 – Two suicides due to sexual harassment at work.
2023 – Over 350 companies named and shamed.
2023 – Over 4000 cases still pending at employment tribunal.
2023 – Over ￡1.3 billion pounds of lost revenue, and that’s not counting the cost of damage caused.
2024 - ￡48K Average expected award for Sexual Harassment at work (25% Increase as defined in the new act).
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2024 – More section 23 being issued to companies who do not comply with the new act.
Albeit it is now law, to prevent future incidents that may give rise to serious reputational damage and significant losses, organisations should work with specialist experts who deal solely with sexual harassment to review their Policies and Procedures along with recognised accredited awareness training, after all prevention is better than cure.
Stephen Cooper
Managing Director
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