Why Workplace Culture is Key to Preventing Sexual Harassment

23rd July 2024

Creating a safe and respectful workplace goes beyond policies—it’s about building a culture that actively prevents harassment. Here’s why workplace culture is essential to stopping harassment before it starts:

Workplace culture defines the unwritten rules of acceptable behaviour. When respect, inclusivity, and integrity are embedded in your organisation’s culture, employees know harassment won’t be tolerated. It’s not just about compliance; it’s about living the values that make harassment unacceptable on every level.

In cultures that foster open dialogue, employees feel safer speaking up. Clear communication channels and regular feedback loops give employees the confidence to report issues before they escalate. This transparency helps address problems quickly and prevent future incidents.

Accountability is critical. In a strong culture, everyone is held to the same standards—leaders especially. Consistent consequences for inappropriate behaviour reinforce these norms, sending a clear message: harassment will not be ignored, regardless of someone’s position.

Harassment often stems from power imbalances. A positive workplace culture promotes equality and empowers all employees, reducing the risk of harassment driven by misuse of power. Encouraging employees to speak up, no matter their level, helps maintain healthy dynamics across the organisation.

Diversity and inclusion are vital. An inclusive culture values different perspectives, ensuring that everyone feels respected and safe. When people feel they belong, they’re more likely to protect the environment they work in—making harassment less likely to go unnoticed or unaddressed.

Workplace culture is the foundation of all anti-harassment efforts. A culture grounded in respect, transparency, and accountability significantly reduces the risk of harassment, while ensuring any issues are swiftly dealt with. By investing in a strong, positive culture, organisations not only protect their people but also strengthen their overall success and reputation.

In short, policies are important, but it’s culture that makes them work.

About the Author:

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.

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