Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Sexual harassmentGenderLatest NewsSex discriminationLegal opinion

Angela Rayner: Scandal highlights inaction to prevent harassment at work

by Sarah Evans 27 Apr 2022
by Sarah Evans 27 Apr 2022 "Turning the page" – deputy prime minister Angela Rayner. Photo: PA Images / Alamy
"Turning the page" – deputy prime minister Angela Rayner. Photo: PA Images / Alamy

Not for the first time, the sexualisation of women at work rears its outdated head, this time in the very place where legislation against discrimination was passed. Sarah Evans looks at how the Angela Rayner scandal – and today’s revelations that a Tory MP watched pornography in the Commons – only serves to highlight the government’s inaction to implement policies to tackle sexual harassment at work.

Angela Rayner being accused of using her sexual wiles to distract a poor defenceless man to make up for her own inadequacies in class and education is a new low. According to an article in the Mail on Sunday, Tory MPs claimed that the shadow cabinet minister tries to put Boris Johnson “off his stride” at the despatch box by crossing and uncrossing her legs.

One MP said: “She knows she can’t compete with Boris’s Oxford Union debating training, but she has other skills which he lacks. She has admitted as much when enjoying drinks with us on the terrace.” A spokesman for Rayner described the allegation as “categorically untrue”.

If this debacle wasn’t so sad it would be laughable. But it is sad and should be very concerning to all of us – regardless of gender.

It doesn’t reflect particularly well on the character expectations of the prime minister and reinforces dangerous stereotypes of “boys will be boys”, unable to control their natural instincts, and on, and on it goes.

Sexual harassment at work

Sexual harassment in the Army ‘part of a wider cultural issue’, report finds

‘More required’ to overhaul toxic culture at Met Police, report finds

What HR can learn from EY’s response to sexual harassment

Employers to be liable if they don’t prevent sexual harassment

Sexualisation and objectification of women in work, in the media, walking down the street, basically as we live our lives, is in equal measures boring and infuriating to experience. It’s as banal as it is dangerous.

Do you remember six years ago when Nicola Thorp’s refusal to wear high heels at work resulted in her being sent home? The story hit the headlines. I did a full day of interviews at the BBC on the employment law position. And it ran and ran because it was a shockingly familiar tale of misogyny in the workplace that many women experienced, and apparently still do today.

The comments made anonymously about Rayner fit squarely into the definition of harassment: unwanted conduct (including of a sexual nature) relating to the protected characteristic (here, gender) which has the purpose or effect of either violating one’s dignity or creating a hostile, degrading, humiliating or offensive environment.

Under the Equality Act this conduct in the workplace is unlawful, but there is a statutory defence of “reasonable steps” available – this is where an employer will not be liable for the sexual harassment perpetrated by one of its staff if it can show it took all reasonable steps to prevent that individual from doing that precise, or sort of, conduct. It’s a low bar.

Last summer the government published its long-awaited response to the 2019 consultation on sexual harassment in the workplace, including that it was going to impose a new duty on employers to actively prevent such conduct. That followed the TUC’s 2016 publication of its research into sexual harassment in the workplace, with statistics showing the true and devastating prevalence of such conduct on the back of its #ThisIsNotWorking campaign. Then in 2017, the #MeToo tsunami began. Sexual harassment is being called out for what it is – and that it’s unacceptable and time to stop.

The government has pledged to introduce a duty for employers to prevent third-party harassment in the workplace. This will be implemented ‘when parliamentary time allows’. However, consultees have highlighted the complexity of introducing such protections without the need for an incident to have occurred.

Another of the key changes the government has pledged is extending the time limit for bringing a sexual harassment claim – currently three months from the act of harassment, plus any time spent in Acas early conciliation. However, there is yet to be any clarity as to what new time limit is to apply, or indeed how the positive duty to prevent harassment will be imposed.

We try to prepare our businesses to better tackle and prevent the awful reality of sexual harassment for employees – we consistently advise clients and HR teams to  ensure that they have a well-thought-out and considered anti-harassment policy which is implemented and communicated to staff. That policy will include the appropriate procedures for reporting and investigating sexual harassment as well as protecting victims, and highlight the consequences of being found guilty of sexual harassment.

We advocate regular and bespoke training on preventing and managing sexual harassment issues which are catered to the business and should be rolled out to managers and supervisors. Currently however, businesses may have to take the lead in preparing for the promised changes by driving a culture that encapsulates the long awaited and necessary changes.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

Now that the front benches in parliament are in the headlines for this sort of conduct, would it not perhaps be a good time to send a very clear, cultural message, on behalf of all of us, that we don’t want this nonsense in our jobs, our lives or when we’re walking down the street – and crack on with the implementation of overdue promises of change?

Employee relations opportunities on Personnel Today


Browse more Employee Relations jobs

Sarah Evans

Sarah Evans is an employment partner at Constantine Law.

previous post
Gap between pay and inflation largest since 1984
next post
P&O Ferries told to return £11m furlough money as sailings resume

You may also like

Consultation launched after Supreme Court ‘sex’ ruling

20 May 2025

Ministers urged to outlaw misuse of NDAs

7 May 2025

BBC to ‘act immediately’ on workplace culture review

28 Apr 2025

Eight new equality laws in the pipeline

10 Apr 2025

Philip Green loses human rights case at ECHR

8 Apr 2025

Darlington nurses’ changing room case delayed to October

3 Apr 2025

Woman asked ‘why do you want to work’...

3 Apr 2025

Former minister calls for end to ‘two-tier’ use...

2 Apr 2025

Primark boss resigns after ‘error of judgment’

31 Mar 2025

Sullivan Review shows how ‘sex’ has been purged...

20 Mar 2025

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+