Culture Shift’s new study reveals that almost half (45%), of UK business and HR professionals, didn’t realize that the new Worker Protection Act will come into effect next month. This Act specifically addresses sexual harassment at the workplace.
Despite 66% of respondents saying that prevention of sexual harassment was a high priority in their company’s objectives,
The Worker Protection Act amends the Equality Act 2010, and gives employers a duty to take reasonable measures to prevent sexual harassment in the workplace.
Culture Shift is a company whose mission it is to change the culture of organisations. It found that 39% respondents felt that harassment at work should be given more attention, and that one third (33%) still believed that organizations lack formal policies on harassment. In addition, only 39% felt that their company was “very prepared” to deal with allegations of sexual harassment.
Gemma McCall is CEO of Culture Shift. She said, “Our research shows that there’s a disconnect between the perception of readiness and the actual level of preparedness in relation to the introduction of Worker Protection Act. Nearly half of respondents were aware of the Worker Protection Act. This lack of knowledge could leave many organisations unprepared for new legal requirements.
Companies that fail to protect their employees from sexual harassment at work can face severe consequences. In addition to the financial burdens of compensatory payments, potential fines, and legal fees for companies, they can also face negative commercial and reputational effects .”
Culture Shift’s research revealed that 33 percent of organisations lack formal policies on harassment. This is despite EHRC guidance from 2017 which stated that employers should have an anti-harassment plan in place that is communicated with workers, and that is implemented, monitored, and reviewed.
In response to a question about barriers to change or improvements needed, 93% of respondents said that sexual harassment is a problem. Nearly half of respondents (49%) said that communication by employees was the greatest barrier. 38% said that instilled behaviours needed to be addressed and challenged.
Only 59% of respondents actually have reporting processes in place, despite the fact that 85% of respondents claim to recognize the benefits of a good reporting system. Those who do report are also concerned with the quality of information provided by their reporting platforms.
Gemma continued, “ Organizations that take proactive measures to prevent sexual harassment not only can avoid legal and monetary penalties but can also create safer and more productive workplaces that attract and retain the best talent.
The key to success is to move beyond superficial compliance and create a fundamental cultural shift. This requires a holistic approach, which includes clear policies, training that is effective, and a commitment to accountability across all levels of an organisation.
As we near the implementation date of October 2024, it is crucial that organizations recognise the urgency and take action to resolve this issue. Inaction has too many costs to ignore. Organisations can enhance their reputations and achieve long-term success by prioritising the prevention of sexual harassment and creating a truly respectful work environment.
To learn more about the study, visit the Culture Shift website .
A survey of 1,001 HR and business leaders from large companies with 250+ employees
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