Recent research highlights a significant gap in awareness among UK businesses regarding the imminent Worker Protection Act.
- This Act mandates that employers take reasonable steps to prevent workplace sexual harassment.
- Despite prevention being a priority for 66% of companies, awareness remains low.
- The lack of formal policies in many organizations is a critical concern.
- Effective reporting systems are vital, yet underutilized by many companies.
A recent study by Culture Shift has illuminated a concerning lack of awareness among UK businesses and HR professionals about the forthcoming Worker Protection Act. Nearly half, or 45%, of respondents were unaware that this legislation, which aims to tackle workplace sexual harassment, will be implemented next month. This finding is particularly striking given that 66% of those surveyed consider the prevention of sexual harassment a primary objective within their organizations.
The Worker Protection Act, an amendment to the Equality Act 2010, establishes a duty for employers to take reasonable steps to prevent harassment of employees. Despite the introduction of this legislation, there exists a disconnect between perceived preparedness and actual readiness among organizations. Only 39% of respondents felt their companies are ‘very prepared’ to manage allegations of sexual harassment effectively.
Furthermore, Culture Shift’s research reveals that one-third of organizations lack formal policies to address harassment. This is in spite of the 2017 guidance from the Equality and Human Rights Commission (EHRC), which advises all employers to implement and uphold an anti-harassment policy. Additionally, 93% of respondents acknowledged barriers to initiating change in how sexual harassment is managed within their organizations. The primary barrier, cited by nearly half of these respondents, was inadequate communication from employees, while ingrained attitudes also posed significant challenges.
Although 85% recognize the value of an efficient reporting system in addressing harassment, just 59% actually have such systems in place. Moreover, of those with reporting mechanisms, only half trust the usefulness of the data these systems produce. Culture Shift’s CEO, Gemma McCall, emphasized the urgency for organizations to bridge the gap between surface-level compliance and meaningful cultural change. She argued that beyond avoiding legal repercussions, proactive measures would cultivate safer, more appealing work environments for top talent.
As the October 2024 deadline for the Worker Protection Act’s implementation looms, the necessity for swift and comprehensive action is paramount. The risks of inaction extend beyond financial penalties; they could potentially tarnish reputations and stifle a company’s capacity to thrive in competitive markets. It is imperative that businesses advance beyond mere compliance, embracing cultural shifts that prioritize respect and safety for all employees.
Immediate attention to sexual harassment policies is crucial for compliance and workplace safety.
