This free to download and use implementation plan template outlines the pro-active action the organisation is taking to meet the demands of the Worker Protection Act and help prevent Sexual Harassment at Work

Introduction
In accordance with the Worker Protection Act (WPA) and the updated guidance from the Equality and Human Rights Commission (EHRC), our organisation is committed to preventing sexual harassment in the workplace. This policy implementation plan outlines in 5 steps our anticipatory duty to take reasonable steps to prevent harassment before it occurs.

Steps 1 to 4 below will run in tandem. Step 5 commits to future action.

Step 1: Raising Awareness – Training and Initial Policy Consultation

Increasing awareness and understanding across all stakeholders.   Through a series of workforce briefing and awareness sessions all staff will be made aware of the new duty to prevent sexual harassment at work; what sexual harassment means, the harm it causes and the action the organisation is taking to prevent it. Opportunity will be taken to encourage the workforce for their views and input on policy content set within the EHRC framework.  The equality impact assessment (risk assessment) in Step 3 will draw upon this input and will proceed in tandem with Step 2 to ensure that the final draft policy reflects the EIA findings and responses to consultative questions.

Senior Leaders:
Senior Leadership will be provided with a preview of the new law and its implications; with a an additional focus on the support measures that must be managed and communicated

HR Teams and Operational Managers:
In-depth training will be provided for HR teams and associated groups with a strong focus on support measures including responding to concerns and carrying out robust investigation.

All Staff, Apprentices and Volunteers:
Training will be provided to educate staff, students and volunteers on their rights and responsibilities under the WPA.  This training will emphasise what sexual harassment is, what it feels like and the harm it causes.  Everyone will be briefed on the organisation plans for reporting and investigation together with the disciplinary actions that any perpetrator will face.  Components of the communication campaign and support measures will also feature within this training.

Communication Campaigns:
Posters, newsletters, emails, and meetings will be used to reinforce the message with appropriate updates on a regular basis.  New staff will receive appropriate training during induction.

External Stakeholders:
External stakeholders will be briefed on the new requirements with a strong policy focus on what the organisation expects from third parties and the reciprocal preventative respect they can expect from anyone employed or served by our organisation.

Step 2: Policy Drafting

Drawing down from Step 1 – Running in tandem with Step 3 below

Policy Revision:
Existing policies on Equality, Diversity, and Inclusion (EDI) policies will be updated to reflect the demands of the Worker Protection Act or new stand-alone policies developed and introduced. They will include, clear definitions, monitoring mechanisms, and links to other relevant policies.

Procedural Details:
These will detail procedures for detecting and reporting harassment, informal and formal resolution processes, safeguarding issues, and reporting outcomes.

Step 3: Equality, Diversity, and Inclusion Impact Assessment

Running in tandem with Steps 1 and 2 above

Risk Assessment:
Risk assessments will be completed.  These will consider factors like power imbalances, lone working, presence of alcohol, customer-facing duties, and social events.

Recording Outcomes
Records will be kept of all risk assessments and ensure a designated staff member will be appointed to oversee and monitor the process.

Step 4: Policy Distribution and Publicity

Initial Distribution:
Draft Policies and Procedures will be made available to all including: EDI structures, trade unions, and employee forums together with references to inputs from Steps 1 to 3 above.

Consultation:
Comments and input, with clear response deadlines, will be invited from staff and stakeholders.

Final Review, Publication and Issue:
Comments and input from the above will be considered and where appropriate incorporated into the final policy/procedures.

The outcomes and decision on these final consultations will be published together with the final policy/procedure.

Staff will confirm their understanding on receipt and annually thereafter.   Any issues arising will be captured and fed into ongoing policy review. New staff will receive appropriate training during induction.

Support Systems:
Publicise confidential helplines and support systems regularly.

Step 5: Future Actions

Incident Response:
The Organisation will Follow the EHRC Code for handling incidents with appropriate sanctions and publicity.  Those members of staff who may be involved in initial response or investigation will receive appropriate training annually.

Learning and Review:
The learning points from complaints and incidents will be incorporates into EDI action points and policy review update.

The policy and associated procedures will be reviewed every six months and an accompanying report on actions taken under the policy produces.

Ongoing Monitoring:
Policy/procedure briefings will be included in induction programs and EDI refresher training.

All staff will be reminded of the policies and procedures annually or sooner in the event of occurrence

Confidential staff attitude surveys will be used to collect feedback on gender equality and harassment concerns.