Valentine’s Day: Preventing sexual harassment in the workplace

Valentine’s Day is a time for celebrating love in our personal lives. However, in the workplace, it’s essential to maintain professional boundaries with colleagues. Employers should use this opportunity to remind employees of the importance of maintaining appropriate behaviour and review procedures for preventing sexual harassment in the workplace. 

In this blog post, we will discuss what is considered sexual harassment in the workplace, practical steps for employers to prevent it and how Sapphire HR can help.  

Understanding sexual harassment in the workplace 

Sexual harassment in the workplace isn’t always as obvious as people think, which is why it’s important to be clear about what it looks like, and how to prevent it. 

ACAS defines sexual harassment as “unwanted behaviour of a sexual nature” that can make someone feel offended, humiliated, or intimidated. This applies to anyone, regardless of gender, and includes both verbal and non-verbal actions. 

Obvious forms of sexual harassment are often easier to identify. This can include unwanted touching, sexually suggestive comments, inappropriate jokes, or sending explicit messages. 

However, harassment isn’t always so overt. It can be more subtle, like repeatedly asking a colleague out for dinner (even after they’ve said no), giving lingering looks that make someone feel uncomfortable, or sharing inappropriate images or memes in group chats.  

These behaviours might seem less direct, but they can be just as harmful, making people feel uncomfortable, disrespected, and unsafe at work. 

Moving from a reactive to a proactive approach 

Traditionally, workplace sexual harassment has been addressed reactively, with employers often waiting for complaints before taking action. However, recent changes in government legislation are shifting this approach towards a more proactive stance. 

Employers now have a new statutory duty to actively protect their employees from sexual harassment. This means that simply responding to an issue is no longer enough. Businesses must take proactive measures to keep harassment from occurring in the first place. 

Practical steps for employers to prevent sexual harassment in the workplace 

Here are four practical steps employers can take to prevent sexual harassment in the workplace. 

1. Create a clear policy 

Start with the basics: create a clear, comprehensive policy on sexual harassment. This policy should clearly define what constitutes harassment, what behaviours will not be tolerated, and what steps the company will take if an issue arises. It should also explain how employees and managers can prevent and address harassment. 

Make sure the policy is simple to understand, free of jargon, and accessible to all employees, whether in the office or remotely.  

You should also review and update the policy on a regular basis to ensure that it remains compliant with legal requirements and reflects any changes in workplace culture or legislation. 

2. Training and awareness 

Policies are important, but they are only effective when people understand them. This is where regular training comes in. Deliver engaging, practical sessions that help employees identify what sexual harassment looks like, how to recognise the signs, and what actions to take if they experience or witness it. 

Don’t forget leadership training; managers must be prepared to handle reports effectively and create an environment in which people feel comfortable speaking up. 

3. Lead by example 

Workplace culture begins at the top. Managers and leaders play an important role in setting the tone, so they must model the appropriate behaviours. This includes treating everyone with respect, addressing inappropriate behaviour immediately, and having zero tolerance for harassment, whether it occurs during a meeting or at a work social event.  

When employees see leaders practising what they preach, it reinforces that the company’s values are more than just words on paper. 

4. Safe reporting mechanisms 

Even with the best policies and training, problems can still occur. That is why it is crucial to create clear, confidential reporting channels that employees can trust. Employees must feel comfortable speaking up without fear of retaliation, judgement, or having their concerns dismissed. 

These channels can take various forms, such as an anonymous reporting system, a designated HR contact, or an independent third-party service.  

Whatever the approach, it’s essential to clearly communicate the process, ensure employees know where to turn, and reassure them that their concerns will be taken seriously and met with support. 

How Sapphire HR can help 

Preventing sexual harassment in the workplace is more than just having policies in place; it’s about creating an environment in which everyone feels safe, valued, and heard. 

At Sapphire HR, we offer practical, straightforward advice tailored to your business, ensuring you meet your legal responsibilities while fostering a culture of respect and inclusion.  

We offer policy development guidance, bespoke management training in discrimination and harassment, assistance with risk assessments, and expert advice on complex HR issues to ensure your workplace remains safe and compliant.  

If you’re unsure where to start or need support reviewing your policies, training your team, or handling sensitive HR issues, get in touch with a member of our team today. 

Alternatively, you can learn more about the HR services we offer here.