Creating a safe, respectful, and legally compliant workplace is not just good practice – it’s a legal and moral imperative, even more so since the Worker Protection (Amendment of Equality Act 2010) Act 2023, which now requires employers to take a much more proactive stance to prevent sexual harassment in the workplace.
So what can Prettys provide?
- Tailored workplace surveys and / or reports to assess the workplace culture and vulnerabilities that exist in terms of sexual harassment in your organisation, to then enable us to consider what needs your workplace has.
- An appropriate risk assessment that identifies potential vulnerabilities and helps you implement preventative measures to reduce the risk of harassment.
- Drafting and / or reviewing your anti-harassment policies to ensure that your policies are robust, legally compliant, and tailored to your workplace culture.
- Training and awareness – we can advise on or deliver training for staff and managers to foster a respectful and inclusive environment.
- Investigating allegations – we are able to provide impartial, legally sound investigations into complaints, ensuring fairness and protecting your organisation from liability.
- Advice on disciplinary action – we can guide you through appropriate responses and procedures when misconduct is identified.
And what is the process for the above help?
It is a three-stage process
Step 1 – Situation review – we will determine your organisation’s current risk context, with the findings of this presented back under legal privilege.
Step 2 – Leadership action-planning – we will work with employment law, DEI and employee communication specialists to support your senior team in deciding the actions they need to take for their organisation, based on the review findings.
Step 3 – Reality – the response will be tailored to each organisation but could include:
- Line manager skills development
- Employee engagement and communication activities
- Positive intervention support for employees
- Policy and process redevelopment
