Creating a safe and respectful workplace is not just a legal requirement—it’s a necessity of a healthy organisational culture. Employers have an obligation to prevent sexual harassment and ensure that employees feel supported and protected. Proactive measures, clear policies, and robust support systems can help employers meet these responsibilities effectively.
Legal Obligations of Employers
Employers are legally required to take reasonable steps to prevent and address sexual harassment in the workplace. This includes:
- Creating and Enforcing Policies: Having a clear, written anti-harassment policy that defines unacceptable behaviour, outlines reporting procedures, and details consequences for violations.
- Providing Training: Regular training for employees and managers to recognise, prevent, and address harassment.
- Responding Promptly: Investigating complaints thoroughly and taking appropriate corrective actions.
- Ensuring No Retaliation: Protecting employees who report harassment from retaliation.
Failing to fulfil these obligations can result in legal liability and damage to the organisation’s reputation.
How Employers Can Proactively Prevent Sexual Harassment
1. Build a Culture of Respect
Promote values of respect and inclusivity through consistent communication and leadership behaviour. Make it clear that harassment of any kind will not be tolerated.
2. Provide Comprehensive Training
Offer training that goes beyond compliance, teaching employees to recognise subtle forms of harassment and fostering bystander intervention. Managers should be trained to handle complaints sensitively and effectively.
3. Establish Clear Reporting Channels
Ensure employees know how and where to report harassment. Provide multiple reporting options, including anonymous channels, to accommodate varying comfort levels.
4. Lead by Example
Leadership must set the standard for workplace behaviour. Senior staff should demonstrate zero tolerance for harassment and actively support anti-harassment initiatives.
5. Regularly Review Policies
Policies should be regularly updated to reflect changing laws and workplace dynamics. Communicate these updates to employees to keep everyone informed.
Supporting Employees Who Report Harassment
1. Respond with Empathy and Prompt Action
When a complaint is made, listen without judgment, ensure confidentiality, and take swift, unbiased action. Employees need to know their concerns are taken seriously.
2. Provide Resources
Offer access to counselling, legal advice, or Employee Assistance Programs (EAPs) to support employees emotionally and practically during the process.
3. Ensure Fair Investigations
Investigations must be impartial and thorough. Keep all parties informed about the process and outcomes while maintaining confidentiality.
4. Protect Against Retaliation
Implement safeguards to ensure employees who report harassment are not subjected to adverse treatment. Retaliation can undermine trust in the organisation and discourage future reporting.
Why It Matters
Preventing sexual harassment isn’t just about compliance—it’s about building a workplace where employees feel valued and safe. A proactive approach enhances trust, boosts morale, and fosters a productive environment. By prioritising prevention and support, employers send a clear message: harassment has no place here, and we stand with those who speak up.
If you need further support with staying compliant, get in touch.