Is Your Current Sexual Harassment Policy and Training Measures Putting Your Company at Risk?
Olivia Broderick
Executive PA @ stopsexualmisconduct.co.uk | Stop Sexual Misconduct
In the wake of the recent enactment of the new Worker Protection (Amendment of Equality Act 2010) Act 2023 and countless stories of workplace sexual harassment coming to light, there's one thing that's become painfully clear: sexual harassment isn't just a problem - it's an epidemic and if your company's stop sexual harassment policy and preventative sexual harassment training aren't up to scratch, you're not just part of the problem, you're complicit in it.
Let's get real for a moment. If your stop sexual harassment policy isn't 'standalone', up-to-date, and crystal clear, then it might as well not exist. If your preventative sexual harassment training is nothing more than a tick-the-box exercise, then you're failing your employees and setting yourself up for disaster, and if your leaders, managers, and Hr aren't equipped with enhanced preventative sexual harassment training that delves into the complexities of reporting and investigations, then you're turning a blind eye to potential abuses of power within your organisation.
But perhaps the most egregious offence of all is the practice of lumping sexual harassment in with bullying and general harassment in a joint policy. Let's be clear: sexual harassment is not just another form of workplace misconduct - it's a distinct and insidious problem that requires its own dedicated approach.
So, let me ask you this: if any of these scenarios apply to your company, then your compliance is not just questionable, it's in breach of the law and in breach of the Worker Protection (Amendment of Equality Act 2010) Act 2023 and make no mistake, the consequences are severe.
The consequences of non-compliance with the law are often underestimated or outright ignored. Consider this: would you rather invest ￡10,000 in comprehensive preventative sexual harassment training that exceeds your legal obligations as an employer or face the staggering ￡47,000 average compensation payout for one claim of sexual harassment in an employment tribunal?
The answer should be glaringly obvious. It's high time for employers to recognise that prevention is far superior to dealing with the aftermath of misconduct. We're all susceptible to thinking, "It won't happen to me," but isn't that precisely what those who found themselves on the wrong side of the law believed and those that have ended up on our wall of shame?
We understand that crafting and implementing policies and procedures and finding effective preventative sexual harassment training may not be at the top of everyone's to-do list. However, at stopsexualmisconduct.co.uk , it's our priority. We're here to alleviate the burden and provide guidance, not dictate terms. Our aim is to collaborate with you, leveraging our expertise to tailor solutions that meet your specific needs and ensure compliance. Think of us as your partners in navigating the complexities of regulatory requirements, empowering you to focus on what matters most—running your business.
It's time to wake up and smell the coffee. The Worker Protection (Amendment of Equality Act 2010) Act 2023 is coming into force on October 26th, and it's not going away. You've got six months to get your house in order before the fines start rolling in, your employers' liability insurance is at risk, and your company's reputation is vulnerable to irreparably damaged. Don't wait until you're forced to act. Take proactive steps now to ensure compliance and safeguard your organisation's future.
So, what's it going to be? Compliance or catastrophe? The choice is yours, but remember, the clock is ticking, and the stakes couldn't be higher, by taking action now, you can avoid being featured on our wall of shame or listed on the register of non-compliance that we're advocating for.
Contact us today to get started on your journey to create a safe and respectful work environment, free from sexual harassment.
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Disclaimer
This information is for educational purposes only and does not constitute legal advice. It is recommended that specific professional advice is sought before acting on any of the information [email protected] ? 2024.
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