Reasonable Steps to Prevent Sexual Harrassment

The Worker Protection Act 2023 introduces significant changes to how employers must address sexual harassment in the workplace. It places a proactive duty on employers to take all reasonable steps to prevent sexual harassment of their employees. This shift from reactive to preventative measures is a game-changer for workplace culture.  

Key Steps for Preparation

1. Conduct a Risk Assessment

If you don’t know where else to start – it’s here! Identify potential risk factors in your business that could contribute to sexual harassment. This might include physical workspace layout, after-work events, or specific job roles with higher risk. Use this assessment to inform your prevention strategies. Ensure you do actually act on the risks identified and revisit the risk assessment on a periodic basis.

2. Review and Update Policies

Start by thoroughly reviewing your existing policies on sexual harassment and equality. Ensure they're up-to-date, comprehensive, and clearly communicated to all employees. Consider creating a standalone sexual harassment policy if you don't already have one.

3. Provide Comprehensive Training

Implement regular, high-quality training sessions for all employees, focusing on:

- Recognising sexual harassment

- Understanding the impact of inappropriate behaviour

- Reporting procedures

- What to do if you witness harassment

Ensure managers receive additional training on handling complaints and fostering a respectful work environment.

4. Establish Clear Reporting Mechanisms

Create multiple, accessible channels for employees to report incidents or concerns. This could include:

- A dedicated person to refer any concerns to

- An anonymous online reporting system

Make sure everyone knows about these mechanisms; employees feel comfortable using them and that appropriate action is taken when issues are reported.

5. Foster an Open Culture

Encourage open dialogue about workplace respect and safety. Regular team discussions, surveys, and feedback sessions can help identify issues early and demonstrate your commitment to a harassment-free workplace.

6. Review Investigation Procedures

Ensure you have robust, fair, and confidential procedures for investigating complaints. Consider training specific staff members to handle investigations or partnering with external specialists.

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Implementing Changes

When rolling out these changes, communication is key. Be transparent about the new legislation and your company's commitment to creating a safe work environment. Emphasise that these measures benefit everyone and contribute to a more positive, productive workplace.

Monitoring and Continuous Improvement

Remember, compliance with the Worker Protection Act 2023 isn't a one-time task. Regularly review and update your policies and practices. Stay informed about best practices and legal developments in this area.

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