How to Run Effective Training to Prevent Sexual Harassment Under the Worker Protection Act 2024
With the Worker Protection Act 2024, UK employers must step up their game in preventing sexual harassment at work. Training and awareness programs are now a legal requirement, and they play a vital role in creating a respectful, inclusive workplace. Here’s a straightforward guide to designing and delivering effective training that meets the new regulations and helps prevent harassment.
Know the Worker Protection Act 2024
The new law requires employers to provide regular training and awareness programs on harassment, including sexual harassment. These programs must be comprehensive and accessible, ensuring everyone understands their rights, responsibilities, and the consequences of harassment.
Best Practices for Training
Cover the Right Content Your training should cover key topics like:
- What Harassment Looks Like: Define sexual harassment clearly, with real-life examples so employees can recognize inappropriate behavior.
- Legal Responsibilities: Make sure employees understand their rights under the Worker Protection Act and the consequences of harassing behavior.
- Diversity and Inclusion: Address how harassment can impact different groups, promoting empathy and respect for all.
Regular and Ongoing Training One-time sessions won’t cut it. The Act requires annual training for all employees, with extra sessions for new hires or policy updates. Keep it fresh with regular refreshers to ensure everyone remembers the key points.
Engaging, Interactive Sessions Effective training needs to be more than just a lecture:
- Workshops: Use role-playing, discussions, and scenarios to help employees understand and respond to different situations.
- E-Learning: Offer interactive online training with quizzes, videos, and case studies, especially for remote teams.
- Tailored Content: Customize training for different roles—managers might need more on handling complaints, while customer-facing staff should learn how to manage harassment from clients.
Promoting Awareness and Respect
Leadership Commitment Leadership involvement is crucial. Senior leaders should join training sessions and actively support anti-harassment efforts. This sends a clear message that harassment won’t be tolerated.
Ongoing Awareness Campaigns Keep harassment prevention top of mind with continuous communication:
- Regular Reminders: Use newsletters, emails, and posters to remind employees about harassment policies and reporting options.
- Events: Organize workshops on diversity, inclusion, and workplace respect to keep the conversation going.
- Employee Feedback: Ask for feedback on the training to make sure it’s hitting the mark.
Measuring Success and Improving
To know if your training is working, regularly assess its impact:
- Surveys and Feedback: Get employee input after each session and use it to improve future training.
- Monitor Workplace Culture: Keep track of complaints and survey results to see if training is making a difference.
- Continuous Improvement: Update and tweak your programs as needed to ensure they stay relevant and effective.
Final Thoughts
The Worker Protection Act 2024 sets a new bar for preventing sexual harassment at work. By offering regular, engaging training and promoting a culture of respect, HR professionals can ensure compliance and create a safer, more inclusive workplace for everyone.
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. 
