We have seen our usual spike in enquiries to help HR managers and directors deal with the behavioural fallout from celebratory events over the festive period.
With the new Worker Protection Act now in force, organisations should be giving far greater clarity to their people about what is acceptable and unacceptable behaviour. Policies should be tighter and risk assessments and associated actions implemented, all hopefully helping to reduce the incidents of sexual harassment happening.
And yet incidents persist. Inappropriate behaviour is alive and well in workplaces across the UK.
Amongst the guidelines issued by the Equality and Human Rights Commission, is a key recommendation that all organisations should offer regular training to their people to raise awareness of what sexual harassment is and the part everyone can play in preventing it.
But what form should training take if it is to be truly effective?
While e-learning packages may seem to offer relevant content and a potential solution to cover a large workforce, it is really important to consider if this is the right approach for this topic
Sexual harassment is a sensitive, nuanced and often complex issue to address. In our experience people need an opportunity to discuss, hear other people’s points of view and ask questions – all in a safe environment where they won’t feel judged.
Consider the following scenarios:
- Person one – thinks the emphasis on behaviour at work has gone too far. They are asked to complete the e-learning package on sexual harassment and think “not more of this woke rubbish… what a waste of time”
- Person two – really wants to get it right but is so worried about saying the wrong thing, that they feel like a rabbit in headlights. They are asked to complete the e-learning package on sexual harassment and think “everyone says we should be careful about banter but I don’t really know what that means – what is really Ok and what isn’t? ”
- Person three – in a previous role experienced being on the receiving end of inappropriate behaviour from a colleague, which they feel was not handled well. They are asked to complete the e-learning package on sexual harassment and think “if only somebody asked me about my experience, I could explain how it made me feel and how I would have liked it handled”
If we can communicate a clear message that respectful behaviour can be hard to get right and create a safe space through interactive workshops to facilitate meaningful discussion then…
- Person one is much more likely to change their point of view and their behaviour when they hear from others around them
- Person two is much more likely to ask the questions that they are really struggling with (and benefit others with similar questions in the process)
- Person three would be able to share powerful first hand experience which will help others and the organisation take the right supportive approach
As with so much workplace training, organisations need to decide if they want to tick a box or drive meaningful behavioural change.
Talk to us about our tailored facilitated workshops and our interactive video resource – both are training support which will create discussion and awareness and, critically, help your people take the proactive steps needed to stamp out sexual harassment.
Call us for a confidential chat on 01903 732 782 , email us info@focalpointtraining.com or contact us via the website
You may also be interested in our blogs on:
A respectful culture isn’t just for Christmas
The Worker Protection Act what constitutes the workplace and who does it cover
The Worker Protection Act – who are you responsible for
The Worker Protection Act – Preventing sexual harassment – decoding the legislation
Download our self-assessment checklist to help you gauge your organisation’s compliance with the new Worker Protection Act