What if a customer sexually harasses your staff?

The last Government took liability for third parties out of the Worker Protection Act’s (WPA) Preventative Duty on Sexual Harassment before it received Royal Harassment. You will know the new Duty comes into force on October 26th.

One of the arguments used in the House of Lords was that it would give customers an HR Manager!

However, the Equality and Human Rights Commission’s recently revised and published technical guidance says:-?

"In addition to the prevention of worker-on-worker sexual harassment, the preventative duty still includes a duty to prevent sexual harassment by third parties. This means customers, clients, service users, patients, friends and family of colleagues, delegates at a conference and members of the public?"

What will you do if a customer sexually harasses your staff??

What anticipatory and proactive preventative ?steps will you be taking to ensure that your third parties (customers, contractors, clients, service users ?and other stakeholders) know about the behaviour they can expect from your staff AND what in turn you will expect from them?

·???????? Zero tolerance posters and literature?

·???????? Proactive clauses in contracts, customer service agreements and invitations to tender?

·???????? Possible termination or withdrawal of services?

One of my clients is going even further with breakfast briefings organised by them for all their stakeholders in order that mutuality of obligations can be explored in a positive ?way to create and sustain “ win-win” convivial working/service relationships.

The benefits of compliance with the WPA are showcased at these briefings as well as the consequence of ignoring the new law, thus:-

Benefits for All

• Sets the scene for a modern dignity at work and customer environment?
• Level playing field for everyone with equality of access and process?
• Tool for staff retention-trust and morale high?
• Customer Profits -retaining the Blue/Ethnic /Pink/Purple/Silver and Local ￡￡￡s?
• Procurement Advantages?
• Withstand ever increasing media and law enforcement scrutiny

Consequences for Non-Compliance?

• Reputational Damage through extensive media coverage of proven incidents
• Loss of staff –waste of talent
• Loss of customers
• Expensive legal costs and eye watering compensation awards
• Management Time

What are you doing to ensure your ?customers, contractors, clients, service users ?and other stakeholders know about the Preventative Duty on Sexual Harassment ?from October 26th?

?Get in touch if we can help with training or policy advice

www.qedworks.co.uk

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