“Given that sex discrimination legislation has been a firm part of employment law in this country for several decades, it's disappointing and worrying to see so many women saying they have experienced sexual harassment at work. The Equality Act 2010 outlaws sexual harassment and discriminating against someone because of their sex, but the TUC’s findings show that, although important, regulation alone is not enough to stamp out discriminatory attitudes and behaviour towards women in the workplace.
“Policies are important to counter any potential harassment or discrimination against women. However, employers should also be promoting the importance of respect between employees at every level of the organisation, encouraging a supportive and inclusive culture so that people's behaviour reflects the right values.
“Line managers need to champion these behaviours and set the tone so that the workforce feel secure and can get on with their work without worry or fear of recrimination should they raise any concerns. However, managers can also be the source of the problem, and therefore employees need to feel they can turn to someone else in the business if they have been the victim of harassment. HR has a vital role to play here, ensuring that all complaints are taken seriously and investigated in line with the law and the organisation's procedures.”
CIPD factsheet on Harassment and bullying at work - www.cipd.co.uk/hr-resources/factsheets/harassment-bullying-at-work.aspx
CIPD factsheet on Sexual Discrimination - www.cipd.co.uk/hr-resources/factsheets/sex-discrimination-sexual-orientation-gender-reassignment-employment.aspx
