Reporting Sexual Harassment in the Workplace

Reporting Sexual Harassment in the Workplace

  • Date: Thursday 23rd November 2017
  • PDF: Download

Over recent weeks the news headlines have been filled with a sequence of claims of sexual harassment in the workplace ranging from the film industry to the Houses of Parliament.   Research by the BBC has found that between one in five and half of British women have experienced sexual harassment in the workplace.

Underpinning so many of the stories is a reluctance of employees to speak up and report what has happened.  In some cases, the reluctance has been based on a fear of retribution or other consequences directly linked to career or reputation.  In other instances, employees have spoken up, but their allegations have either not been taken seriously or not fully investigated.  The result of such inaction is that employees stop speaking out, generating a culture of tolerance of inappropriate behaviour within an organisation.

Sexual harassment is unwanted conduct from the perspective of the person on the receiving end.  The conduct has either the effect or purpose of violating the persons dignity or of creating an environment that he or she finds intimidating, hostile, humiliating, degrading or offensive.

It is essential that you have a policy in place for addressing instances of sexual harassment in your organisation.  If you don’t please contact us here at SSG for guidance on implementing a policy to protect your employees and your business.

There are five essential steps to managing sexual harassment in the workplace:

1. Take complaints seriously

2. Provide support to individuals

3. Train your managers on how to investigate allegations

4. Take proactive measures by making all employees aware of bullying and harassment and behaviours that are not acceptable in the workplace.

5. Put a Harassment Free Workplace Policy in place


For further details on managing sexual harassment in the workplace please see the following article

Additional information is available at:




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