Home > Dorset Chamber News > How robust is your Sexual Harassment procedure at work, or does it even exist within your policies?

How robust is your Sexual Harassment procedure at work, or does it even exist within your policies?

Posted on: 15/11/2017

The BBC claims that half of British women and a fifth of men have been sexually harassed at work or a place of study. The survey was commissioned after sexual assault claims against Harvey Weinstein resulted in widespread sharing of sexual harassment stories.

Women and men who have been sexually harassed have been revealing their experiences on social media using the hashtag “me too” to show the magnitude of the problem worldwide. More than a quarter of people surveyed had suffered harassment in the form of inappropriate jokes or “office banter” and nearly one in seven had suffered inappropriate touching.

More women than men were targeted by a boss or senior manager – 30% compared with 12% – and one in 10 women who had experienced harassment said it led to them leaving their job or place of study (BBC, 2017).

It is vital that every business uses this time to properly reflect on their cultures and how they can more openly discuss the issues of harassment in the workplace. Therefore, your HR department or external HR consultants have an important role in setting the appropriate policies and processes, and as a safe channel for concerns.

What can Rivero HR do to help your business?

In the first instance, it is wise for any business to deal with these claims seriously and confidentially, ensuring that the employee feels supported throughout the process. The business also needs the confidence to respond objectively to claims that are made and challenge where it sometimes must.

Rivero HR suggests reviewing your current policies, and offer training to managers in dealing with any claims to ensure that your business and the wellbeing of your employees is protected.

Please contact us at info@riverohr.com.




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