Sexual harassment prevention health check for employers operating in the UK

Question Title

Have you considered and assessed the risks of sexual harassment taking place within your organisation? (Required.)

Yes, we have conducted a written risk assessment that accounts for our workplace specific risk factors, and we have taken steps to reduce any risk. We regularly review and update our written risk assessment.

We do not have or need a risk assessment like this. We just deal with things as and when they come up.

Yes, we have considered risks in our organisation but not conducted a written formal assessment nor put in place measures as a result.

Question Title

Do you have a policy in place to address sexual harassment? (Required.)

Yes, we have a written policy and tell people where they can find it as part of their induction. It has not been reviewed recently.

Yes, it is written down and regularly reviewed. The policy is well communicated, in an accessible format and consistently enforced.

No, there is no policy in place – we deal with these things on a case-by-case basis.

Question Title

Do you provide training to your staff on sexual harassment, including online and digital harassment? (Required.)

No, we do not have or need sexual harassment training. It is not really a problem for us and if it does come up, we deal with it on a case-by-case basis.

Yes, we provide tailored interactive sexual harassment training on an annual basis, and we regularly revisit its content. We track and record who has completed the training and follow up with anyone who has not completed it.

Yes, staff are given standardised sexual harassment training on induction. We have used the same module for a number of years now. We do not track completion rates.

Question Title

Are line managers given tailored training to handle sexual harassment complaints effectively and sensitively? (Required.)

Yes, line managers are given dedicated training using real life examples to practice responses. They are trained on where to go for support and how to monitor wellbeing after a complaint has been raised. The training is refreshed annually, and we track and record completion rates.

Line managers are given the same training as all staff. All staff should complete their sexual harassment training module annually. We do not track completion rates.

No sexual harassment training is provided to line managers. They know to go to HR if a sexual harassment complaint is raised and they need support.

Question Title

Do you have clear and confidential channels in place for reporting harassment? (Required.)

We do not have or need a reporting channel. We just deal with things as and when they come up.

No, there are no set mechanisms in place, but our staff know they can speak to their managers or HR about any problems they have.

Yes, we have multiple confidential reporting channels available, and all staff are made aware of their existence and how to use them. We also have a range of support systems in place for individuals who use these channels.

Question Title

Are complaints of sexual harassment investigated promptly in line with a set policy? (Required.)

We leave it to managers to decide how to deal with any complaints they receive, sexual harassment related or otherwise. They know they can go to HR if they need support.

Yes, all individuals involved in responding to sexual harassment complaints are trained on how to respond promptly and effectively. They know what the policy is and how complaints of this nature should be treated.

Yes, sexual harassment complaints are investigated. We deal with them as quickly as we can, but this is not always straight away because managers are busy people.

Question Title

Do you have continuing support provisions in place after a complaint has been investigated?

Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)? (Required.)

We do not provide continuing support once the investigation is complete.

We let the person who raised the complaint know they should tell us if they need any support from us or feel victimised.

Yes, we ask employees involved in a sexual harassment complaint what they need and provide it where we can.

To avoid any victimisation, we temporarily move one or more of the individuals to a different team/department or take other appropriate measures.

Yes, we make it clear what resources are available to employees involved in a sexual harassment complaint including arranging support and counselling.

To avoid any victimisation, we make sure that anyone aware of the complaint understands the complainant should not be treated differently because of it. We also keep in touch with the individual who raised the complaint to ensure they feel well-supported and to identify any areas of concern.

Question Title

Are you monitoring workplace culture? (Required.)

We let individuals come to us with any concerns they might have about workplace culture.

Yes, we conduct regular anonymous staff surveys and assess the feedback we receive. We update our risk assessment and training as needed based on the results of these surveys.

Yes, we conduct regular anonymous staff surveys and keep a record of the feedback we receive.

Question Title

Do you keep records of training, complaints and responses? (Required.)

No, we do not keep records of training, complaints and responses.

Yes, we have some ad-hoc records of complaints raised. They are not comprehensive or centrally filed.

Yes, we keep a detailed record of who has completed what training and follow up where needed. We also have a detailed record of any complaints received, the responses and any follow up actions (all appropriately protected and / or anonymised).

Question Title

Do you conduct exit interviews and assess any feedback? (Required.)

No, we do not conduct exit interviews.

Yes, we always conduct exit interviews and review and act on any feedback as necessary.

Yes, we sometimes conduct exit interviews. We do not keep any records of what is discussed and any follow up is on an ad-hoc basis.

Sexual harassment prevention health check for employers operating in the UK

Question Title

* Have you considered and assessed the risks of sexual harassment taking place within your organisation? (Required.)

Question Title

* Do you have a policy in place to address sexual harassment? (Required.)

Question Title

* Do you provide training to your staff on sexual harassment, including online and digital harassment? (Required.)

Question Title

* Are line managers given tailored training to handle sexual harassment complaints effectively and sensitively? (Required.)

Question Title

* Do you have clear and confidential channels in place for reporting harassment? (Required.)

Question Title

* Are complaints of sexual harassment investigated promptly in line with a set policy? (Required.)

Question Title

* Do you have continuing support provisions in place after a complaint has been investigated?Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)? (Required.)

Question Title

* Are you monitoring workplace culture? (Required.)

Question Title

* Do you keep records of training, complaints and responses? (Required.)

Question Title

* Do you conduct exit interviews and assess any feedback? (Required.)

Have you considered and assessed the risks of sexual harassment taking place within your organisation? (Required.)

Do you have a policy in place to address sexual harassment? (Required.)

Do you provide training to your staff on sexual harassment, including online and digital harassment? (Required.)

Are line managers given tailored training to handle sexual harassment complaints effectively and sensitively? (Required.)

Do you have clear and confidential channels in place for reporting harassment? (Required.)

Are complaints of sexual harassment investigated promptly in line with a set policy? (Required.)

Do you have continuing support provisions in place after a complaint has been investigated?

Do you have steps in place to protect those involved in a complaint of sexual harassment from victimisation (that is suffering any detriment because they raised the complaint)? (Required.)

Are you monitoring workplace culture? (Required.)

Do you keep records of training, complaints and responses? (Required.)

Do you conduct exit interviews and assess any feedback? (Required.)