Why organizations need to be able to identify the risks of sexual harassment at work
The Worker Protection Act came into force in the UK on 26th October. The key focus for employers now is to anticipate and prevent workplace harassment, particularly sexual harassment, through proactive and preventative measures. This means that organisations have to objectively analyse the culture of their organisations an inward-looking process which many aren’t keen to do.
Clients have either been confused or panic-stricken when they think about the impact of this legislation on their business.
Cultural Audit
A good place to start is to ask the employees in your organisation. That’s right. Just ask. A simple pulse survey will do.
- where and when do employees feel most vulnerable?
- measure the incidents of sexual harassment in your organisation.
- how confident are employees that if there are any incidents they will be supported?
- measure the confidence in your reporting systems
11 Situations that boost the risk of sexual harassment at work
1. Male dominated industries
- Less than 30% women: fields like tech, engineering, finance, and construction are industries which often have fewer women. This can lead to a culture that normalises or overlooks sexist behaviour. If there are less than three women in any group the risks increase.
- “Boys’ club” vibe: These informal networks may exclude women and perpetuate sexist attitudes, making it challenging for women to advance or report issues.
2. Masculine coded culture and leadership
- Normalisation of damaging beliefs: even if an industry is not male-dominated it can still be a workplace culture that tolerates sexist comments, jokes, or offensive behaviour, it becomes deeply embedded into the unwritten elements of workplace culture. It signals that such behaviour is O.K., will carry no consequences therefore increasing the risk of harassment.
- Lack of accountability: Organisations where leaders do not prioritise a respectful environment or fail to enforce anti-harassment policies often experience higher rates of harassment. Even worse when senior leaders are perpetrators.
- Embedded stereotypes: If an organisation has embedded gender stereotypes or biases, such as believing that men are more competent or women are more “nurturing,” it can perpetuate power imbalances that increase harassment risk.
3. Power imbalances
- Strongly hierarchical: In organisations with strict hierarchies, junior employees may feel pressurised to tolerate or accept harassment from supervisors or senior colleagues.
- Dependency on male supervisors or mentors: When women rely on a particular person for professional growth, references, or recommendations, they may feel pressured to tolerate inappropriate behaviour.
4. Isolation or lack of supervision
- Remote or isolated work environment: Employees who work alone or in isolated environments (such as late shifts or in remote locations) are more vulnerable due to limited oversight. Some business sectors have cultures of pulling “all nighters” (the legal profession) which can lead to vulnerability. When employees work anti-social hours outside public transport availability, then the level of vulnerability increases.
- Low levels of supervision: If there is minimal supervision, inappropriate behaviours may go unreported and unchecked, increasing the risk of harassment.
5. Lack of clear policies and reporting protocols
- No zero-tolerance policy to sexual harassment or publicly stated commitment to building inclusive and psychologically secure workplaces.
- Visible accountability: when it’s clear that organisations take action against perpetrators, only then will a corporate policy be effective.
- Unclear reporting protocols: If employees are unaware of how to report harassment or fear retaliation, harassment may go unreported and carry on.
- Inadequate anti-harassment training: Without regular and effective training, employees and managers may not understand what constitutes harassment or how to prevent it. Many men and even women don’t recognise it when it happens.
- No data on the incidence of sexual harassment – no records kept.
- Lack of transparency around any reported incidents and the outcome. Very often sexual harassment cases are bundled with other issues in a general Code of Ethics, including fraud and PR regulations.
- Ineffective reporting and support systems. If perpetrators think they can get away with it there will be no deterrent.
6. High-stress or high-turnover environments
- High-stress workplaces: Environments with high-stress demands, such as healthcare and emergency services, may experience higher harassment rates as stress can lead to poor behaviour regulation.
- High turnover rates: Frequent turnover can result in less cohesive work groups, which can sometimes lead to decreased accountability and increased risk of harassment.
7. Gender and age dynamics
- Gender imbalances: Harassment is often more common in workplaces where there is a significant gender imbalance, with women, LGBTQ+ individuals, and young workers typically more vulnerable.
- Age disparities: Younger employees, especially those in entry-level positions, may face higher risks of harassment, especially if they lack job security and fear repercussions for reporting
8. Customer or Client Interaction
- Public-facing roles: Employees who interact directly with customers or clients, such as in retail, hospitality, or healthcare, may experience harassment from the public, particularly if employers fail to establish boundaries and protective policies.
- Under the new legislation employers also have a duty of care to anticipate harassment from third parties. The hospitality sector has one of the highest levels of cases of sexual harassment with 90% of women and 70% of men reporting sexual harassment.
9. Job insecurity and economic uncertainty
- Low-wage and insecure employment: Employees in low-wage jobs or precarious employment situations may feel pressured to tolerate harassment to avoid losing their jobs. This can lead to an abuse of power.
9. Workplace social events and outings
- Happy hours, company parties, or retreats: Events with alcohol, relaxed social boundaries, or informal settings can lead to inappropriate behaviour.
- Off-site meetings and conferences: Travel for conferences or business meetings, where employees might share accommodations or socialise outside regular work settings, can also blur professional boundaries.
10. Premises
- Poorly lit car parks, stairwells, and corridors without security surveillance increase the risk of sexual harassment and assault.
- Inadequate locker room and changing room space offering employees privacy.
11. Weak psychosocial safety andsystems
- Organisations which fail to seek gender-balanced and inclusive workplaces with a strong leadership commitment to diversifying their talent pipelines to counter gender imbalance will be at greater risk.
- This will apply to attracting, recruiting and promoting female talent.
Prevention Policies
It’s important to proactively address these risk factors by implementing strong anti-harassment policies. This includes effective risk assessment – do you REALLY know where your organisation is vulnerable prevention training, transparent and trauma informed reporting protocols, and a supportive work environment can help to reduce harassment risks significantly.
If your organisation needs a risk assessment audit to prevent sexism and sexual harassment – get in touch (Certified Practitioner ISO 450003)
