Protect Your People: Building Anti-Harassment Policies that Work
Sexual harassment at work is a serious issue that damages employee well-being and opens companies up to legal trouble. For HR professionals in the UK, having rock-solid policies to prevent and address harassment isn’t just a tick-box exercise – it’s crucial for protecting your staff and your organization.
What Counts as Sexual Harassment?
The Equality Act 2010 defines sexual harassment as any unwanted conduct of a sexual nature that violates someone’s dignity or creates a hostile, offensive environment. This can include comments, gestures, or inappropriate digital communications.
What Are Your Legal Duties?
As an employer, you have a legal duty to protect employees from sexual harassment under the Equality Act. Fail to do so, and you could face legal claims, financial penalties, and serious damage to your reputation. Your policies need to be both legally compliant and effective at tackling harassment.
Key Steps to Crafting an Effective Policy
- Clear Definitions & Examples
Spell out what sexual harassment looks like, with real-life examples, so there’s no confusion about what’s unacceptable. - Simple Reporting Procedures
Make it easy for employees to report incidents confidentially, without fear of retaliation. They should know exactly how and who to approach. - Thorough Investigation Process
Outline how complaints will be investigated, who’s responsible, and what disciplinary actions might follow. - Regular Training for All
Mandatory training helps everyone recognize harassment, understand the company’s stance, and know how to report issues. - Support for Victims
Offer support services like counseling, time off, and legal assistance. Make it clear that victims will be treated with care and confidentiality.
Leadership Sets the Tone
Policies are only as strong as the culture they support. Leaders and HR must model respect and ensure the policy is enforced consistently. Encourage open communication and act on complaints swiftly.
Keep It Up to Date
Laws change, and so should your policies. Regularly review and update them, and get employee feedback to make sure they remain effective and relevant.
Final Thoughts
Preventing sexual harassment is a non-negotiable part of creating a respectful and safe workplace. With strong policies and proactive leadership, HR can foster a culture that protects employees and strengthens the organization as a whole.
About the Author: Paul Newman
Paul is Co-founder & CTO for Big 5 Assessments. He's worked in the Psychometric Testing industry for over 25 years. Paul is responsible for the day–to–day running of the business, but also for overseeing the technology side of the business. Paul has extensive experience in software development, product management, sales and marketing. In addition, Paul also has frontline recruitment & selection experience from sourcing and attracting candidates, assessing, screening, behavioural interviewing, offer management and resource planning as well as developing assessment centres and competency frameworks from scratch. 
