A new survey conducted by Culture Shift has highlighted that nearly half (45%) of UK businesses and HR professionals are unaware of the impending Worker Protection Act, which aims to address sexual harassment in the workplace. The legislation, scheduled to be implemented next month, requires employers to take necessary measures to prevent sexual harassment in the workplace.
Surprisingly, although 66% of respondents agreed that preventing sexual harassment is a key objective for their businesses, many are still unaware of the new legal requirements. The Worker Protection Act, an amendment to the Equality Act 2010, mandates companies to implement measures to protect employees from workplace harassment, further stressing the importance of the issue.
Gaps in Preparedness
The research conducted by Culture Shift, a company dedicated to driving positive cultural changes within organisations, also found significant gaps in workplace policies. For instance, 39% of those surveyed believe more emphasis needs to be placed on combating harassment in the workplace, while 33% admitted that their organisation lacks formal anti-harassment policies. Furthermore, only 39% of businesses feel “very prepared” to address sexual harassment allegations, showing a concerning lack of readiness.
The Need for Urgent Action
Gemma McCall, CEO at Culture Shift, commented on the survey’s findings: “The results highlight a disconnect between perceived readiness and the actual steps being taken by companies to comply with the Worker Protection Act. With almost half of businesses unaware of the law’s impending introduction, there is an urgent need for organisations to familiarise themselves with the new requirements and take action to avoid non-compliance.”
McCall further stated, “Neglecting to safeguard employees against sexual harassment can lead to significant repercussions, including financial penalties and reputational harm that may profoundly affect a company’s operations and workplace culture.”
Barriers to Change
The study also revealed a range of barriers that are preventing companies from making necessary improvements. A substantial 93% of respondents identified obstacles to dealing with workplace harassment, with 49% citing communication challenges between employees and management as a major hurdle. Additionally, 38% noted that ingrained behaviours within organisations must be addressed to create a safer workplace environment.
While many businesses recognise the importance of effective reporting systems, only 59% have implemented pathways for reporting incidents of harassment. Furthermore, of those with reporting structures in place, 50% expressed concerns about the reliability of the information provided through these channels.
The Path Forward
McCall emphasised the need for businesses to move beyond mere compliance and focus on instilling cultural changes that prioritise employee well-being: “Organisations that take a proactive stance against sexual harassment not only avoid legal risks but also foster safer and more productive workplaces, which ultimately attract and retain talent.”
She remarked, “The approaching deadline of October 2024 for the Worker Protection Act should act as a driving force for businesses to reassess their policies and take definitive actions to foster meaningful change.” A surface level approach won’t suffice; companies must ensure they have clear policies, comprehensive training, and robust reporting mechanisms that genuinely protect their employees.”
With the law set to take effect, businesses that do not comply may face not only legal repercussions and fines but also enduring harm to their reputations. Taking proactive steps now can help safeguard employees, enhance workplace cultures, and position companies for long-term success.
