Addressing sexual harassment in the workplace is becoming increasingly crucial. This guide provides people professionals with a comprehensive understanding of sexual harassment, its implications, and practical steps for managing and tackling it within their organisations.
Sex discrimination, including sexual harassment, legislation has been a firm part of equalities law in the UK for several decades. However, CIPD research in 2020 shows that 4% of employees said they had been sexually harassed at work over the past three years, with younger employees more likely to report this experience: 8% of employees aged 18–34, compared with 4% aged 35–44 and 3% aged 45-64. Women are significantly more likely than men to report they have experienced both bullying and sexual harassment in the workplace (17% versus 13% and 7% versus 2%, respectively). Further, almost a quarter (24%) of employees think that challenging issues like bullying and harassment are swept under the carpet in their organisation.
These findings show that regulation alone – although very important in setting standards and providing a route for individuals to bring a claim for harassment – is not enough to stamp out discriminatory attitudes and behaviour towards women in the workplace.
CIPD viewpoint
Definition of harassment
Prevention is better than cure
How should organisations respond?
Further resources
DISCLAIMER: The materials in this guidance are provided for general information purposes and do not constitute legal or other professional advice. While the information is considered to be true and correct at the date of publication, changes in circumstances may impact the accuracy and validity of the information. The CIPD is not responsible for any errors or omissions, or for any action or decision taken as a result of using the guidance. You should consult a professional adviser for legal or other advice where appropriate.
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
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