? 52 per cent had been victims of unwanted sexual behaviours at work, varying from inappropriate jokes to groping.
? Shockingly almost 20 per cent cited their manager or someone in a position of authority as being the perpetrator.
? 80 per cent of those who had been harassed never reported it.
“They watched really weird porn in front of me when they knew I didnt like it. They would try and get me to talk about oral sex and stuff like that with them.Each day Hannah went to work, she dreaded interacting with her colleagues who made her feel ‘smothered and uncomfortable. Hannah reported the instances multiple times throughout her time at the company, but the harassment never stopped. She was simply told that if she was such a feminist then there would not be a problem. they would even talk about rape and imply that it didnt exist and that women always wanted it and were only jumping on the bandwagon when it came to reporting it, added Hannah. Eventually, Hannah took a more serious approach when communicating with the business? HR but unfortunately this resulted in her losing her job. Despite emails with evidence of what happened to her being covered up by the accused that IT found, HR still didnt grant it enough evidence to do anything about it. Nothing happened to them and I was told in a letter that I have to go back to work with them or its unauthorized absence which will result in dismissal, so I had no choice but to quit my job. As an employer, sexual harassment can be difficult to deal with, particularly when the perpetrator is a senior member of staff or, worse, the business owner or CEO. However, to turn a blind eye is to be complicit in the behaviour, not to mention falling foul of employment law. Hannah told us that if she felt better supported at this time the circumstances would have been less difficult for here, she said: If anyone had shown me that my safety was a priority and enforced actions to prove that it was then I think that would have made the whole grievance procedure more bearable. It can sometimes be much more difficult for small businesses to tackle sexual harassment than it would be for a large corporation.Workspaces are smaller, with fewer employees, relationships may be closer than they might be in a larger workplace, which can create a culture with people prone to overstepping boundaries or simply acting inappropriately. To prevent sexual harassment in the workplace, Emma Oleary, an employment law consultant for the ELAS Group explained how business owners can help. Oleary said: An employer is vicariously liable for the actions of its employees, so it will be your responsibility as an employer if one of your employees is found to have committed unlawful sexual harassment and you did not take all reasonable steps to prevent it.” To support employers with their responsibilities, O’Leary outlined seven strategies for tackling sexual harassment in the workplace.
7 ways micro businesses can tackle sexual harassment:
- Educate staff and management as to what constitutes harassment, what the boundaries are and what behaviours will and won’t be tolerated.
- Provide workplace training on the topic as well as on equality and diversity, which go hand in hand.
- Ensure that you have clear and rigorous policies in place which not only act as a deterrent for any potential harassment, but also ensure that the victim knows they can, and should, report any conduct and will be protected should they do so. As much as sexual harassment of any kind is wrong, so is retaliation against an employee who reports that they have been/are being harassed.
- Watch out for banter yes we all like a laugh to ease the stress of work but it can go horribly wrong when boundaries are crossed and seemingly harmless jokes turn sinister. Keep an eye on what kind of conversations are taking place to ensure you protect staff who might be subject to bullying or harassment.
- Train managers not only to spot the signs of harassment but to deal with it sensitively. Equip them with the tools they need to carry out the right investigatory process and procedure should they be tasked with dealing with a complaint.
- Review your disciplinary process to ensure that it’s suitable to tackle the issue should misconduct be found to have occurred.
- Support the victim if harassment is found to have occurred, it could have a serious effect on their health and wellbeing. Do you offer access to a counselling service etc?