Time for change – HR’s role in eradicating workplace sexual harassment

Abstract

Purpose

In the space of just a few months or so, there has been nothing short of a tectonic shift in the expected approach to sexual harassment allegations especially where the alleged harasser is in a position of power in relation to the accuser. The allegations against Harvey Weinstein, MPs and other public figures together with the #metoo campaign arguably mark a step change in public perception. HR professionals are no strangers to this issue. The authors look at what, if anything, has changed when handling sexual harassment complaints in the workplace.

Design/methodology/approach

The authors examine whether this is just a media news story or is it backed up by evidence. They look at statistics from a Trades Union Congress (TUC) survey and the Everyday Sexism Project. The authors define “what is sexual harassment” from a legal view point and provide advice to HR professionals in dealing with such complaints and in examining risk to their organisation.

Findings

There are solid business and ethical reason to stamp out discriminatory practices. Organisations with good equality and diversity practices are in a good position but should guard against complacency.

Originality/value

The allegations against Harvey Weinstein, MPs and other public figures together with the #metoo campaign arguably mark a step change in public perception. HR professionals are no strangers to this issue. Time spent examining your organisation’s vulnerability to such claim and refreshing your knowledge could be time well spent when considering the potential costs and reputational damage of a case.

Citation

Smedley, D. and Rayment, A. (2018), "Time for change – HR’s role in eradicating workplace sexual harassment", Strategic HR Review, Vol. 17 No. 2, pp. 85-90. https://doi.org/10.1108/SHR-01-2018-0004