Managers guide to reducing workplace sexual harassment

Introduction

As of 26 October 2024, the Worker Protection (Amendment of Equality Act 2010) Act 2023 requires employers to take all reasonable steps to prevent workplace sexual harassment. Managers play a critical role in fulfilling this duty, helping create a safe, respectful environment that supports every employee’s well-being and productivity.

1. Understand and Communicate the Policy

• Familiarise Yourself with the Policy
  Ensure you understand your organisation’s anti-harassment policy, including the definitions of harassment and the complaint procedures. Review it periodically to stay up to date with any amendments.

• Clearly Communicate Expectations
  Make it clear to your team that harassment of any kind is unacceptable. Reinforce this message in team meetings, one-on-ones, and onboarding sessions for new hires. A respectful and harassment-free workplace should be central to your team’s values.

2. Set a Zero-Tolerance Culture

• Model Respectful Behaviour
  Lead by example. Show that respectful behaviour is the norm by treating everyone—staff, clients, and customers—with dignity. By modelling respect, you set a standard for others to follow.

• Encourage Open Communication
  Foster an environment where team members feel comfortable discussing issues or concerns. Assure your team that they can speak up without fear of retaliation, and provide a safe space for feedback on workplace culture.

3. Implement Proactive Training and Awareness

• Conduct Regular Training
  Ensure that all team members, including temporary and contract workers, complete mandatory anti-harassment training. Training should be engaging and tailored to the team’s specific work environment, ensuring everyone understands acceptable behaviour and reporting protocols.

• Personalise Training for Your Team