Most employers would like to think workplace harassment could never happen in their organisation.
The reality? Harassment is not always obvious.
It can be an offhand comment in a meeting, a joke that continually crosses the line, inappropriate behaviour at a work social event, messages in a team chat, or even the way a customer or client treats an employee.
Often, these situations develop gradually. What starts as "banter" can become normalised, leaving managers unsure where the line is and employees reluctant to speak up.
That's why preventing harassment cannot simply be about having a policy tucked away in a handbook. It needs to be part of everyday people management.
The legal landscape is placing increasing emphasis on prevention rather than reaction.
Employers are now expected to take proactive steps to reduce the risk of sexual harassment in the workplace. That means considering where issues could arise, how concerns would be reported, and whether managers have the confidence to deal with situations appropriately.
Importantly, the focus is no longer limited to interactions between employees.
For many organisations, some of the biggest risks can come from customers, clients, contractors, suppliers or members of the public. Employers should be thinking about how they would respond if one of their employees experienced inappropriate behaviour from a third party.
Policies are important, but culture is what employees experience every day.
Ask yourself:
The answers can tell you far more about your organisation's preparedness than any policy document ever will.
Every organisation faces different risks.
A professional services firm will have different challenges to a hospitality business, healthcare provider or customer-facing retailer. The key is understanding where risks are most likely to arise and ensuring appropriate measures are in place.
This could include reviewing policies, training managers, considering higher-risk situations and making sure employees know how concerns can be raised.
The organisations that are best protected are rarely those that respond well after a problem occurs. They are the ones that have already taken sensible, practical steps to prevent issues arising in the first place.
A quick review of your current approach can often identify gaps that are easy to address before they become bigger issues.
We help employers review their workplace culture, policies, procedures and training to ensure they are practical, legally compliant and fit for purpose.