Preventing Sexual Harassment Training Course

This sexual harassment prevention training course helps Directors, Senior Leaders, HR Teams and operational managers prevent sexual harassment at work, meet the EHRC requirements and the Worker Protection Act Legislation.  

It illustrates the wide range of activities, including banter and jokes, that can lead to discrimination and sexual harassment. It demonstrates the policies, procedures and training organisations that need to be in place and how to implement them.

The Worker Protection (Amendment of Equality Act 2010) Act 2023, requires employers to take reasonable steps to prevent the sexual harassment of their employees in the course of their employment. Sexual Harassment remains rife, indeed there are few organisations where it is not present in one form or another.  It remains largely unreported because those who experience or witness it do not believe their concerns will be treated seriously.  Swept under the carpet it festers and grows, driving demotivation and staff turnover. When it surfaces it is usually accompanied by resignation and tribunal claims.

The Worker Protection Act is designed to addresses these underlying concerns. Notably that organisations have their heads in the sand, dismiss the idea that sexual harassment may be present within their organisation and that organisations and business lack the robust reporting, investigation and disciplinary procedures needed to prevent sexual harassment at work.  The Worker Protection Act imposes a legal requirement for organisations to take reasonable steps, which, ultimately, demand compliance with Equality and Human Rights Commission’s (EHRC) codes of practice.  

The Worker Protection Act is enforced through employment tribunals and the EHRC; with adverse publicity and large compensation payments probable.  Additionally; the EHRC may demand, action planning, new policy development, management training, staff training, confidential reporting lines and as we saw with McDonalds UK a whistle blowing hotline direct to the EHRC. 

This training course enables employers to take stock of their existing anti-harassment procedures and ensure they have a robust prevention framework in use.  It highlights the need for policies/procedures to be fully implemented and demonstrates ways to achieve and evidence this.  Policies that are filed away, with no evidence of practical implementation will not meet the latest EHRC requirements.  Building on all of the above the course also illustrates how, in a worst-case scenario, employers can evidence compliance with EHRC codes/good practice and present a robust defence at tribunal.  

FOR WHOM
This one-day course is for Directors, Senior Leaders, HR Teams and Managers. We offer half day courses and one-hour sessions – the latter enabling the whole workforce to be trained in a cost-effective manner.

CONTENT

Session 1 – Understanding the issues
Session one helps participants understand what sexual harassment really looks and feels like. It moves on to identify where it may be taking place and why so few people report it. The overarching aim being to gain real commitment to the need to stamp out sexual harassment

  • Definitions of harassment and bullying generally
  • A specific definitive focus on sexual harassment
  • A global perspective – Australia and India
  • Typical issues and behaviours reported to UK Employment Tribunals
  • Six reasons why sexual harassment goes unreported
  • Spotting the signs of sexual harassment
  • Characteristics of perpetrators and methods used
  • In Work – Out of Work – Cyber Space – Social-Media

Session 2 – Understanding the laws and duties
Session 2 illustrates why current approaches may not be enough. Employers are already under a duty to prevent bullying and harassment at work, The Worker Protection (Amendment of Equality Act 2010) Act 2023 places more explicit demands on them and demands that policies, procedures and training is more robust.   

Session 2, then, moves on to consider what tools and approaches employers can use to help prevent issues within their own business or organisation and the penalties they may face if they get it wrong.

  • The existing legal framework:
    • The Equality Act 210
    • Employment Rights Act
    • Health, Safety and Wellbeing at Work Regulations
    • Protection from Harassment Act
    • Malicious Communications Act
  • Penalties, Compensation and Consequences
  • Tribunal compensation monetary awards
  • Adverse publicity and reputational damage
  • EHRC imposed action planning
  • Potential for fines or custodial sentences, where individual breach criminal statute
  • Unlimited fines for ongoing non-compliance of Equality and Human Rights directives


Session 3 – Preventing sexual harassment at work

  • The Worker Protection (Amendment of Equality Act 2010) Act 2023
  • Handling Harassment should it occur
    • How to deal with any harasser – tips and techniques
    • Reporting Sexual Harassment Experienced
    • Reporting Sexual Harassment Witnessed
    • The need for clear policies and procedures
  • The Policy Framework
    • EHRC Codes and Good Practice
    • Corporate Governance
    • Management
    • Staff, Interns and Volunteers
    • Customers and Other Stakeholders
    • Training Managers in Sexual Harassment Prevention
    • Training Staff in Sexual Harassment Prevention
    • Sexual Harassment during After Work, Out of Work and Social Activities
    • Evidencing Training and Compliance
    • Monitoring and Review
  • Employers Duty of Care and Vicarious Liability
    • Framework for creating a convivial workplace
    • Swift investigation of grievances and complaints
    • Step by step procedural steps
    • Clarity with customers and clients
  • Sources of further advice, help and support
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