respondIng to sexual harrassment Complaints – Training – UNderstanding Investigation process
Essential training guidance, support for those who may have to respond to initial complaints about Sexual Harassment at Work. This training also explores the general investigation process and potential outcomes, in doing so it enables attendees to answer questions posed to them in a more informed way.
The training highlights, in the event of incident, why an appropriate response coupled with high quality follow-on investigation is of paramount importance and what they look like.
The Worker Protection Act 2023 introduces a specific requirement for employers to take positive action to prevent the sexual harassment of employees at work. Whilst many organisations will have confidential reporting routes, it is probable that the majority of concerns will be raised via line managers. It is imperative that line managers understand how to respond appropriately. An insensitive or disinterested response presents a very real risk escalation to tribunal for a breach of the Worker Protection Act and/or discrimination.
For Whom?
This course is suitable for leaders managers and HR teams at all levels and in all companies/organisations. It is for those who may have sexual harassment reported to them.
We offer more detailed and specific training for those tasked with investigating sexual harassment at work. It is not advised that the initial respondants should carry out any investigation
This training session is scalable from one to three hours dependant dependant on attendees’ current experience levels.
Content
- The Worker Protection Act and the Duty it places on employers
- Sexual Harassment – Definitions and Description
- What constitutes sexual harassment?
- The harm it causes and why it needs to be eradicated
Actions to take if experienced/witnesses/suspected- Addressing banter and preventing offence
- Removing threats
- Escalating or investigating – making high quality decisions
- Ensuring your response is balanced, robust and effective
- How to respond if you are notified of actual or suspected sexual harassment
- Initial responses and appropriate approach
- Victims, witnesses, accused
- Removing threats
- Providing support
- Investigating, recording and evidencing
- Matching approach to situation and those involved
- The importance of adhering to company policy and procedures
- Initial responses and appropriate approach
- The importance of defensible documents
- Disciplinary Process – hints and tips
- Including suspension and dismissal guidance
- Safeguarding and External Reporting
- Preventing repetition
- Disciplinary action – options
- Updating risk assessments
- Updating systems procedures and policies
- Data Protection, The Press and External Media
- Sources of further advice, help and supportt
Preventing Sexual Harassment at Work Reference Guides
Concrew Training provide practical support and training, to help employers meet the demands of the Worker Protection Act and Prevent Sexual Harassment at Work. These free of charge reference papers are designed to help you get your basic process right.
What does taking all reasonable, steps to prevent sexual harassment at work, mean?
The Employment Rights Act requires take all reasonable steps to prevent sexual harassment in the workplace and to prevent harassment of employees by third parties on the basis of any of the protected characteristics. This document explores what this means in terms of sexual harassment. It is transferable to all the protected characteristics
10 Steps to Prevent Sexual Harassment at Work
Employers have a duty to take proactive action to prevent the sexual harassment of their employers at work. What should you be doing – this guidance document explains the 10 key steps.
Parties and Celebrations – Reducing Sexual Harassment Risk – 10 Tips
Parties and Celebrations, especially when they involve alcohol are high risk areas in terms of sexual harassment and abuse. Even if the event is not work organised the employer could still be at risk of litigation. Employers need to follow these 10 points
Beyond Banter – When does banter become bullying and harassment?
The grey line between workplace banter and harassment is easily overstepped. This guide provides 10 easy to follow steps to help the whole workforce get it right. It also contains case law to help contextualise and understand the risks.
Dealing with Bulling and Harassment – hints and tips for the abused.
When you are being bullied, harassed or abused at work it is difficult to know what to do and where to turn for help. Identifying that there is a problem and its impact on you is the first step. There are several solutions you may wish to consider. This easy to read document is for anyone who is being abused at work.
Sexual Harassment Investigations – guidance on sanctions, escalation and formal reporting
Sexual Harassment at Work – Guidance on investigation outcome options, sanctions and escalation. Including reporting to police & official bodies such as CQC and DBS.