In case you’d forgotten or maybe were too afraid to ask, The Equality Act 2010 provides and is crystal clear that harassment in the workplace is unlawful.
In case you’d forgotten or maybe were too afraid to ask, The Equality Act 2010 provides and is crystal clear that the following forms of harassment are unlawful:
• unwanted conduct related to sex or conduct of a sexual nature that has the purpose or effect of violating that person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them; and
• less favourable treatment because the employee has rejected or submitted to such conduct.
Employers must demonstrate that they have and will take reasonable steps to prevent such conduct. These might include:
• ensuring that these policies are reviewed regularly;
• communicating clearly these policies to all employees;
• providing training for all employees, including people managers and supervisors on what the organisation considers to be appropriate behaviour at work, including in relation to equal opportunities and harassment;
• having and being able to demonstrate compliance with an equal opportunities policy and an anti-harassment and bullying policy;
• ensuring that the policies are applied fairly and consistently;
• ensuring employees know how to raise issues.
If it's your business or your responsibility to look after employees it’s critically important to protect your employees from harassment of any type.
Having appropriate policies that underpin your culture protects you from potential malicious claims, and in the event that you are subject to an Employment Tribunal, enable you to demonstrate how you run a safe working environment for all your employees.
HR Pulse can help you to ensure that you have legally compliant HR policy documents…. which are regularly reviewed.
You balance your time between being in the business and running the operation, and out of the business and thinking about how you want your business to grow and how you can make your business as efficient as possible. The one key question that is vitally important and will make the difference between whether you achieve your goals or not is what a model employee would look like to you.
Are you sure you’ve covered all the why’s and wherefore’s and how you’ll nurture your newbie in the first few weeks of employment with you? It's really easy to make assumptions that because a new employee may have the skillset that you are looking for to jump to conclusions, hoping that it will all work out fine. It’s almost guaranteed that they’ll have superficial knowledge of who you are and how you do things.