Recent news makes for depressing reading on the issue of sexual harassment.
The evidence suggests that sexual harassment is still a scourge in our workplaces. Moreover, the data about how prevalent it is (TUC data which reported 2 in 3 young women experienced it in the workplace) begs these questions;
“Just how effective is sexual harassment training?” (which I do offer).
“Does training bring about culture change and deter misogyny in the workplace?”
“Just what else can be done to tackle this scourge?”
What is the evidence?
The CBI, Red Arrows, women surgeons, young women in schools and unis. The evidence by Helen McNamara of the horrible culture in Downing Street during COVID. The reports of hundreds of complaints per month by employees of Mcdonald’s. The shocking story of the young service-woman who took her own life because of relentless sexual harassment and who felt she could not report it, because she didn’t want to be a “trouble maker” (which reflects exactly the evidence given to the Defence Committee in May, detailing numerous cases of harassment, rape and sexual assault in the armed services.) .
How much has really changed?
Almost daily news items and research data suggests that not enough has changed since the days of the casual, commonplace harassment I experienced when I first started work in the late 80s. It is still pervasive and, in some industries, it is rife.
And what can be done?
Organisations need to have systems in place where early, safe reporting is facilitated. Because often the only way to complain is through an over-legalised grievance process.
And too often harassment is addressed by attempts to come to an “amicable” resolution, by moving someone sideways or by otherwise underplaying the harm. Which not only emboldens the perpetrator, but has the potential to perpetuate and magnify the damage.
Just as with bullying, a zero tolerance approach is about making it clear, not only the behaviour that is unacceptable (and illegal), but calling it out and dealing with it robustly if it does occur. Which is not always a comfortable choice.
Zero-tolerance also means re-examining the culture, training, policies and the process and outcomes of reporting. All of these issues, when not addressed, can promote an environment where sexual harassment and misogyny is commonplace.
Create a transparent process which empowers employees.
Finally, the way employers respond to reports or complaints of sexual harassment is key. Time spent on having an efficient, safe, robust and supportive process in place is paramount.
Empower employees to understand the complexities of the issue, maintain a professional and supportive approach and ensure that you remain legally compliant.
Remember that tackling the problem early and with intent, instead of brushing it under a carpet, makes business sense. Give poor behaviour the light of exposure, and it shrivels. Limit toxicity and the harm dissipates. Support those seeking help and the relief at being believed will pay dividends in increased buy-in from them and a deterrent to others. Limit opportunities for the DARVO response – deny, attack, reverse victim and offender roles. Ensure fairness and transparency for all involved.
What is sexual Harassment?
Sexual harassment is not always blatant and easy to spot; it can sometimes be subtle and difficult to identify. Sexual harassment in the workplace is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. It can occur between people of the same or opposite sex and victims can be any age or gender.
Some examples of behaviour that may constitute workplace harassment include:
- Unwanted touching or hugging
- Kissing or fondling
- Making sexually suggestive comments or jokes
- Sending sexually explicit emails or text messages
- Displaying sexually explicit images
- Spreading rumours or gossip
Why is it so destructive?
The impact of sexual harassment can be devastating, leaving the recipient feeling afraid, ashamed, humiliated, and undermined. It can result in serious mental health problems such as depression, anxiety or low self-esteem.
It can have a serious impact too on physical health problems such as digestive problems or sleep difficulties. Inevitably the recipient’s performance at work will be affected. In some severe cases, the harm can lead to PTSD, self harm or suicide ideation.
In addition, witnessing the harassment of a colleague can also be very upsetting and can impact on the health and work performance of the individual.
It can impact families and friends.
Let’s change our approach to sexual harassment.
I am always happy to speak with new clients and undergo new projects. So contact me today and we can discuss your issues and find positive solutions.
Office
14 Bradfield Close, Finedon Rd Ind Estate, Wellingborough, NN8 4 RQ
Hours
Mon-Fri: 9.30am – 5pm
Via Email
karin@karinbrawnhr.co.uk
Via Phone
Tel: +44 1933 440431
Ready to take the next step?
Grow your awareness and you will see dividends in creating a happier, more profitable business.
