Taking Reasonable Steps
Understanding your legal obligations and assessing workplace risks are essential first steps, but that’s not enough to comply. Your risk assessment should have highlighted where your people may be most vulnerable, so the next step is to take clear, practical action to reduce those risks and prevent harassment before it happens.
Here are some of the steps you can take to create a safer working environment and meet your duties under the Worker Protection Act:
One of your first steps after conducting your risk assessment should be reviewing and updating your anti-harassment policies to ensure they are clear, comprehensive and up to date. They should outline unacceptable behaviour, how employees can report concerns and the consequences for violating this policy. If you don’t already have an anti-harassment policy in place, one should be implemented.
This policy should also be communicated with all employees and saved in an easily accessible location for staff, such as on an HR portal or document management software.
Creating multiple, accessible reporting routes is crucial for encouraging people to come forward. Traditional reporting through line managers may not work in all situations, particularly where the manager is involved in the complaint or where power dynamics make this uncomfortable.
Consider implementing anonymous reporting options, third-party reporting services, or dedicated harassment officers to give people options and help remove barriers
Conduct mandatory training sessions for all employees, including managers and leadership, on recognising and preventing sexual harassment. This should cover topics like different forms of harassment, bystander intervention and conflict management.
Use these sessions to create an open discussion about harassment, allowing employees to ask questions and encouraging them to come to you with suggestions for improvement. At the end of the sessions, everyone should understand what harassment looks like, how to report it, and what support is available. Regular refresher training will help keep awareness high and ensure this stays front of mind.
Managers should also receive specific training on responding appropriately to complaints, conducting fair investigations, and supporting both the person raising the concern and the person being accused throughout the process.
Policy and training alone won’t lead to lasting change without the right workplace culture. To achieve this senior management must actively support your anti-harassment efforts by setting the tone from the top, taking action when issues arise, and consistently reinforcing the organisation’s commitment to a safe, respectful working environment.
Another key part of this is encouraging open, honest communication. Employees should feel safe speaking up about inappropriate behaviour, knowing they’ll be taken seriously and won’t face retaliation.
One way to build this culture is by regularly holding confidential forums or listening sessions where employees can share concerns without fear. Some organisations use regular anonymous surveys to identify emerging issues before they escalate. Others run check-ins with staff in higher-risk roles or environments, giving them space to raise concerns and reinforcing that support is always available.
Implementing a personal safety service or mobile app is a simple way for organisations to protect employees and improve their peace of mind, particularly in the face of harassment concerns. With personal safety devices and SOS apps, employees can raise an alarm and access 24/7 emergency support if they feel unsafe.
All alarms raised via Peoplesafe are connected to our control centre, where expertly trained Controllers are on hand to triage the call and pass information on to the emergency services if required. While alarms can be raised discreetly, devices can also be worn overtly to act as a deterrent, helping to prevent incidents of harassment and abuse. Additionally, audio recordings captured during these incidents can serve as valuable evidence in investigations should they be required, promoting accountability and supporting a fair resolution.
For employees experiencing threats outside of work, such as being harassed on their commute, employers can extend their duty of care by supplying a professional personal safety service, such as the Peoplesafe SOS app. For the over 33% of women who have been sexually harassed on public transport, this is particularly valuable when paired with Travelsafe, our travel safety app.
This is a safety solution designed to protect individuals while they’re on the move, offering features such as real-time location tracking, welfare checks, and access to the Peoplesafe control centre within 6 seconds, ensuring peace of mind and security on every journey.
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Preventing harassment is an ongoing process, not a one-off task. To keep your approach effective, you should regularly review how things are working by assessing complaint numbers and gathering employee feedback through anonymous surveys or focus groups.
Use this insight to spot patterns, identify gaps, and make necessary adjustments, whether that’s updating training, improving reporting channels, or refining your policies. By staying proactive and responsive, you build trust with your employees and reinforce a culture of respect and accountability.
