The global job site Monster.co.uk recently released the findings of its survey on sexual harassment in the workplace. The research found that high-profile movements fighting against sexual harassment, such as #MeToo and Time's Up, gave a quarter of UK workers the confidence to report wrongdoing in their place of work.

While it is encouraging that these campaigns have created momentum and workers are now more likely to challenge any harassment they have witnessed or experienced, it also shines a spotlight on the prevalence of such issues in the workplace. In the last year alone more than 30% of British workers reported experiencing or witnessing gender discrimination at work and more than 20% said they had experienced or witnessed sexual harassment in the workplace. Just 44% believed that men and women with the same experience and qualifications have an equal chance of being hired. The results make for uncomfortable reading.

The survey's findings also highlighted that almost 30% of HR professionals felt their organisations' policies needed to be updated to encourage greater equality in the workplace. More worrying still, despite an increase in the number of organisations having equality policies, a quarter of HR professionals reported that those policies are not always applied during recruitment.

Against this backdrop, here are some key questions for those HR professionals tasked with reviewing their organisation's approach to creating a harassment-free culture:

  1. Are our diversity and equality policies fit for purpose? Do they set the standard and tone your organisation strives to uphold? Are they clear and easy to understand? Take the opportunity to give your policies a health-check and ensure that they express a zero-tolerance approach to any form of discrimination.
  2. Do our staff know about these policies and where to find them? After reviewing your equality policies make sure they are visible and easily accessible to all. Consider launching an internal marketing campaign to remind staff what policies are in place and where these can be found. Take the opportunity to remind staff that they will be supported if concerns are raised.
  3. Is diversity and equality training required? Monster.co.uk's report highlights a worrying disparity between policy and day-to-day reality. It is worth remembering that it is not enough simply to have well-drafted policies in place. Ensure your organisation practises what it preaches at all levels by providing appropriate training and refreshing it on an annual basis, particularly for those managers who may have to handle sexual harassment claims or are involved in recruitment. Training can help to ensure that decisions are made objectively and that stereotyped assumptions or unconscious bias do not creep in to the process.

Can your organisation improve attitudes to equality? Whilst no organisation is perfect, engendering a culture where equality and respect is front and centre is key. If allegations or claims of sexual harassment are raised, ensure that these are taken seriously and dealt with quickly, in confidence and in accordance with your organisation's policies and procedures.

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