Is your organisation businesses prepared for new sexual harassment legislation? The new duty on employers comes into force on 26th October 2024. This requires employers to take reasonable steps to prevent sexual harassment in their workplaces.
Key PointsÂ
1. If your organisation is found by a tribunal to have failed to take steps to prevent sexual harassment they can order a 25% uplift on compensation
2. Act NOW before bullying and harassment incidents occur – this means updating your risk assessments, reviewing contracts policies and procedures, implementing regular training sessions and providing and communicating accessible channels for employees to voice concerns.
3. Get clear on acceptable and unacceptable ‘banter’ at work. Does your business/organisation need to focus on culture change in order to drive out inappropriate behaviours?
Lots to think about and action. For anyone grappling with this we offer 90-minute forum theatre sessions “Oh! It was just banter…!” which address these issues. Our workshops hone in on the knowledge and skills and confidence that managers and team leaders require to address the challenging issue of sexual harassment at work.
Feedback on our workshops has been exceptional. Including this:
“I’m still thinking about how I went through a range of emotions…I originally thought Bob was the problem, but then it became evident that Susie was an issue too and all the time I was thinking about poor Sam. It was amazing! In a very short time you were able to suck me into their world. I loved it, the experience truly changes how we think. You’re doing a great service and you (and everyone at Resound Training) should be very proud of the work you are doing.”
Red Hilton
Belmont City Press
Get in touch to find out how we can support your organisation prepare for this change in law.
Is your organisation businesses prepared for new sexual harassment legislation? The new duty on employers comes into force on 26th October 2024. This requires employers to take reasonable steps to prevent sexual harassment in their workplaces.
Key PointsÂ
1. If your organisation is found by a tribunal to have failed to take steps to prevent sexual harassment they can order a 25% uplift on compensation
2. Act NOW before bullying and harassment incidents occur – this means updating your risk assessments, reviewing contracts policies and procedures, implementing regular training sessions and providing and communicating accessible channels for employees to voice concerns.
3. Get clear on acceptable and unacceptable ‘banter’ at work. Does your business/organisation need to focus on culture change in order to drive out inappropriate behaviours?
Lots to think about and action. For anyone grappling with this we offer 90-minute forum theatre sessions “Oh! It was just banter…!” which address these issues. Our workshops hone in on the knowledge and skills and confidence that managers and team leaders require to address the challenging issue of sexual harassment at work.
Feedback on our workshops has been exceptional. Including this: