TRAINING - Understanding the Worker Protection (Amendment of Equality Act 2010) Act 2023 script template

Duration: 1 hour

Objective: To ensure participants understand the key changes under the Worker Protection (Amendment of Equality Act 2010) Act 2023 and know how to apply them effectively to prevent and address harassment in the workplace.

Materials Needed: Presentation slides, case study handouts, workplace policy documents, Q&A session with hypothetical scenarios.

1. Introduction and Objectives (5 minutes)

“Good [morning/afternoon]! Thank you all for joining this session. Today, we will be focusing on the Worker Protection (Amendment of Equality Act 2010) Act 2023. This amendment introduces new employer duties to prevent third-party harassment and ensures that organisations provide a workplace where everyone feels safe and respected.”

Objectives:

1. Understand the key amendments to the Equality Act 2010.

2. Learn how these changes affect your role as managers and supervisors.

3. Identify practical steps to reduce and address workplace harassment.

2. Background: The Worker Protection Act 2023 (10 minutes)

“To give you a bit of background, the Worker Protection (Amendment of Equality Act 2010) Act 2023 came about due to growing concerns about workplace harassment, including harassment by third parties, such as customers or clients. This amendment strengthens the responsibility employers have in preventing harassment and protecting workers.”

Key Amendments:

• Employers are now required to take all reasonable steps to prevent harassment of employees by third parties.

• Changes include provisions allowing employees to hold their employers accountable if reasonable preventive actions are not taken.

Discussion Prompt: “Why do you think third-party harassment is challenging for organisations to control?”

3. Key Responsibilities Under the Act (15 minutes)

Preventative Duties for Employers:

• Employers must take “all reasonable steps” to prevent harassment of employees by third parties.

• This duty includes actions like staff training, clear policies, and support mechanisms for reporting incidents.

Consequences of Non-Compliance:

• Employers could face claims if they fail to prevent third-party harassment.

• Compensation may be awarded to employees if the employer did not take reasonable preventive steps.

Case Study: “Imagine a scenario where a customer frequently makes inappropriate comments to a team member. The employee reports it, but no action is taken. Under this Act, what might be the implications for the employer?”

4. Practical Steps for Compliance (15 minutes)

A. Creating a Safe Reporting Environment

• Reinforce open-door policies for reporting harassment.

• Offer confidential ways to report incidents.

B. Policy Updates

• Update harassment and anti-discrimination policies to include specific guidance on third-party harassment.

• Communicate the updated policies to all employees and ensure they understand their rights.

C. Training and Awareness

• Regularly train all staff on what constitutes harassment and the steps to take if they experience it.

• Provide additional training to managers on responding to third-party harassment claims.

D. Support Mechanisms

• Offer counselling or support services for employees who experience harassment.

• Ensure managers are prepared to support employees sensitively and effectively.

5. Interactive Activity: Policy Review & Scenario Practice (10 minutes)

“Now, let’s work in pairs to review our current harassment policy. Identify any gaps or improvements we can make, considering the new amendments. Then, we’ll role-play a scenario to practice handling a report of third-party harassment.”

Activity Instructions:

• Review and annotate policy documents, noting any updates needed.

• Run a short role-play session where one person reports an incident and the other practises responding according to the new duties.

6. Q&A and Discussion (10 minutes)

“We’ve covered the main points, so now let’s open the floor for any questions you may have.”

Possible Questions to Address:

1. What is considered a ‘reasonable step’ for preventing third-party harassment?

2. How should we respond if a team member doesn’t feel comfortable making a formal complaint?

7. Conclusion and Key Takeaways (5 minutes)

“Thank you for your time and participation today. The key takeaway from this session is the importance of proactively preventing harassment and providing robust support for employees who may be affected by it. Remember, everyone has a role to play in fostering a safe and respectful work environment.”

Key Takeaways:

• Understand the new responsibilities under the Worker Protection Act.

• Implement preventive measures and update policies.

• Promote open communication and consistent support.

“Please feel free to reach out to HR if you have further questions or need additional resources.”