We have issued a short summary that defines sexual harassment.
It is important that those writing policies and procedures, as well as those investigating complaints about sexual harassment can define sexual harassment in a robust and meaningful way. Our summary helps
a simple easy to follow guide for staff
Bullying and harassment – dealing with – hints and tips for staff
Based on our work with employers we have produced a simple guide for staff on what to do if they are being bullied or harassed at work.
The effective Investigation of Sexual Harassment at Work demands robust organisational policies and high quality training for investigators.
We are now taking bookings for our new one-day course for investigators.
The Employment Rights Bill creates a new state enforcement agency for employment rights. This agency is likely to be called the FWA – The Fair Work Agency. Read more
Concrew Training have updated all our Equality and Diversity Training Courses to reflect the very latest developments. Click Here >>
ICO checks on cookie compliance in 2024 showed that 2 in 3 companies were not compliant with the legislation. A new extended review is on the way! Read more
Robust case notes and reports that focus on details and facts underpin robust service. They inform high quality solutions, planning and action. Secondly, when things go wrong; complaints, appeals, tribunals, litigation they provide a firm base for investigation and where necessary defence too.
Unfortunately too many records, case notes and reports are poorly written. Too often unsupported opinion dominates, whilst factual information and detail is lacking.
Writing robust records, case notes and reports is not easily but our one-day training course is a big help. Filled with hints, tips, case studies and good practice it helps people understand why defensible documentation is so important and shows them how to write in a way that is robust and more effective.
We have now updated our Equality Diversity and Inclusion training, EDI Training, to include latest legislation and changes to the “Nine Protected Characteristics”
Annual EDI Training is essential for all leaders, managers and HR teams.
Find out more HERE
It provides a raft of practical information,good practice and the do’s and don’ts in key areas, such as
In doing so it helps managers approach EDI in an effective way rather than adopt, often well intentioned but fundamentally flawed, ways of working
There have been several EDI Tribunal cases reported recently, with fines in the region of £50k to £60K.
One has to ask, why in this day and age do EDI issues reach tribunal stage?
Digging deeper it appears that too many Employers may be paying only lip service to EDI and equality legislation.
It is very easy to write and publish policies and procedures BUT unfortunately that, in many businesses is where they end.
Filed away on a hard drive, left forgotten on a website. For many organisations many of their front of house policies are more about PR and appearing compliant than actually being compliant.
If a policy is to be effective is needs to be trained out to all appropriate staff. Staff need to understand what is and what is not acceptable and have the confidence to report breaches;
Managers and leaders need to understand how to respond when a breach is identified or reported.
Not acceptable here policies demand more, far more than just words on a piece of paper
image:
Graffiti rue Knox by Stan Jourdan used under CC BY-SA
Thousands of workers at Fuller’s will receive training to prevent sexual harassment, following a legal case supported by the Equality and Human Rights Commission (EHRC).
As part of the settlement, Fuller’s has apologised to the employee and agreed to implement mandatory sexual harassment training for kitchen and front of house staffacross their national network of pubs.
read more about this on the EHRC website
This case coupled with the issues at MacDonald’s illustrates why all employers need to consider sexual harassment for all staff as mandatory.
HR and operational teams need to ensure robust “not here” policies are in place and that they have the skills and knowledge to deal with issues, robustly, when the they arise.
Our courses can help.
Main Image:harassment – later accusation, belated accusation, many years later by valeriy osipov used under CC BY 4.0
