Sexual harassment - informative article for line managers

Sexual harassment is any unwanted behaviour of a sexual nature that has the purpose or effect of creating an intimidating, hostile, degrading, threatening, humiliating, or offensive environment whether it was intended or not. This is the case even if the recipient welcomed the behaviour in the past, but it is now unwanted.

Victims of sexual harassment

Anyone can be a victim of sexual harassment.

Sexual harassment can happen to men, women, and people of any gender identity or sexual orientation. 

It can be carried out by anyone of the same sex, a different sex, or anyone of any gender identity. 

Employees could experience sexual harassment from anyone they encounter because of their job, including: 

• someone they work with
• a manager, or someone else in a position of authority
• third parties - for example customers and members of the public

An employee doesn’t have to be the target. If they witness behaviour of a sexual nature and it upsets them in any way, they can still be a victim of sexual harassment.

Types of sexual harassment

Sexual harassment can be split into three types.

1) Verbal - indecent sexual comments, jokes, questions, requests, demands or threats. In person, through email, calls, texts or social media.

2) Non-verbal - inappropriate facial expressions, staring at someone's body, displaying sexually explicit material in the workplace (such as calendars, magazines).

3) Physical - touching, pinching, hugging, stroking, kissing.

Sexual harassment outside of working hours & the workplace

Sexual harassment can also take place outside of working hours &/or the workplace.

It is often assumed that unwanted behaviour of a sexual nature can only be considered as sexual harassment if it takes place in the office and during normal working hours. This is not the case. It can also happen outside of work hours and/or the workplace.

For example, staff can be harassed by another employee or third party when working remotely, over social media, at company events, company socials, and even when they are socialising outside of work.

The impact of sexual harassment on the victim

Being the victim of sexual harassment, or event just witnessing it, can be incredibly upsetting & can often cause psychological & physical health problems. This might include high blood pressure, headaches, loss of appetite, insomnia, feelings of anxiety, depression and shame, as well as feeling less confident at work.

The damage that's been done can affect the victim for a long time afterwards, especially if the case is severe.

Company Employee Assistance Programme

All employees have access to our Company Employee Assistance Programme for confidential support & advice with professionals. This is free, confidential, and available 24 hours a day.

As a manager/director at OG, please be proactive in signposting the EAP to your team members.

Staff can find further details by visiting the HR noticeboard (kitchen), staff knowledge hub, or regular HR posts in the OG general channel on Teams. We have also included the contact details on the final slide of this training document.

Other support systems:

We have also included in our Sexual Harassment Policy a selection of other support services for victims of sexual harassment. 

Zero-tolerance rule

At OG, we have a zero-tolerance rule in place to protect employees from all kinds of bullying and harassment.

This means that we do not tolerate bullying or harassment of any kind.

It is extremely important for all employees to take an active role in the prevention of sexual harassment.

This includes our managers/directors, who should set the standards of behaviour for all others to follow.

Sexual harassment & the law

On 26th October 2024, the law on sexual harassment changed. It means that, by law, all employers must now take reasonable steps to prevent sexual harassment of their workers, including by third parties.

Failure to meet this preventative duty could result in significant financial & reputational consequences for the company if a sexual harassment claim is taken to tribunal.

As managers/directors, you have a responsibility to support us in preventing sexual harassment and promoting a healthy workplace environment. 

Preventing sexual harassment in your team

As Managers/Directors, you should take an active role to prevent sexual harassment in your team/the wider business.

To do this, these are the key steps you should take:

• Make it clear to everyone in your dept that you & the company have a zero-tolerance rule in place for sexual harassment
• Lead by example. Set the standards of behaviour for your team/wider business to follow. This includes your behaviour in the office, at our events, & company socials
• Fully engage with all sexual harassment training. Educate yourself on the company sexual harassment policy & grievance procedure (Staff Handbook)
• Be proactively aware of what is happening in your team & any warning signs by engaging with your staff members – through regular 1:1s, wellbeing meetings, & return to work meetings after sick leave.

Identifying sexual harassment - getting to know your staff & spotting warning signs

It’s important to be aware of what is happening in your team. It’s best practice as a manager to carry out the following meetings, & they are key opportunities to get to know your staff members, understand how they are feeling about work, & spot any warning signs that something might be wrong.

• Weekly/fortnightly 1:1s

• 1:1 wellbeing meetings
• Carrying out return to work meetings on a staff members first day back after sick leave

If you suspect a staff member is being sexually harassed, please speak to HR as soon as possible and we can support you, the line manager, in approaching the situation in the best possible way.

If a staff member makes you aware at any point (during a 1:1, wellbeing meeting, or other interaction) that they are being sexually harassed, please let HR know immediately and ask the employee to report it via the reporting procedure outlined in the sexual harassment policy.