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 harassmentEquality, diversity and inclusionGenderSex discrimination

Sexual harassment: how to make staff take complaints seriously

by Qian Mou 12 Oct 2017
by Qian Mou 12 Oct 2017 Gwyneth Paltrow is one of more than 30 women to accuse Harvey Weinstein of unwelcome advances
Yui Mok/PA Wire/PA Images
Gwyneth Paltrow is one of more than 30 women to accuse Harvey Weinstein of unwelcome advances
Yui Mok/PA Wire/PA Images

The Harvey Weinstein scandal has once again placed the spotlight on sexual harassment reporting. Victims of sexual harassment are often reluctant to report incidents for fear of retaliation or being disbelieved. Qian Mou provides tips for organisations to encourage and support employees to report sexual harassment in the workplace.

Related resources

Podcast: Sexual harassment in the workplace

How to manage personal relationships at work

How to ensure acceptable conduct at office parties and other work-related social events

1. Take complaints seriously

It unfortunately still needs to be said that employers should take sexual harassment complaints seriously.

Complaints regarding sexual harassment should be investigated promptly and in a professional manner.

Do not require a complainant to provide “proof” prior to conducting an investigation. The purpose of the investigation is to gather information and evidence.

Do not discount the complaint or refuse to investigate because the complaint seems unlikely.

Investigations should be conducted regardless of the identities of the complainant and the alleged perpetrator. In particular, complaints against managers and senior staff should be treated seriously.

  • Policy on investigating claims of bullying and harassment

 

2. Provide support to individuals

After a complaint has been made, consider how the individual can be supported while the investigation is conducted.

If the complaint is against another individual in the team, particularly if it is against the complainant’s line manager, consider temporarily changing working relationships for the duration of the investigation.

However, take care not to penalise the individual who has made the complaint if work or reporting lines are reallocated.

The complainant should be kept informed of the progress of the investigation and its ultimate outcome.

  • How to deal with bullying and harassment in the workplace

 

3. Train managers and HR staff

The investigation process for sexual harassment complaints will be emotional and personal for the parties involved.

Line managers and HR staff should receive training to deal with the issues in an impartial and fair way.

  • Line manager briefing: Bullying and harassment

 

4. Take proactive measures

Employees should also receive training on bullying and harassment in the workplace so that they are aware that such behaviour is not acceptable.

Model workplace policies

Dignity at work policy

Equal opportunities policy

Combined equal opportunities and dignity at work policy

This includes workplace banter that would cause offence to others.

Where colleagues or managers witness other individuals being subject to harassment, they should not wait for the victim to make a complaint.

Colleagues and managers should initiate complaints or investigations where the actions of an employee are serious and should be investigated.

  • Good practice manual: Bullying

 

5. Put a policy in place

All organisations should have an anti-bullying and harassment workplace policy setting out the type of behaviour that is prohibited, the consequences of such behaviour and the procedure for making a complaint and conducting an investigation.

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.

However, unless the policy has the support of management and HR, and the organisation has a culture that supports victims of sexual harassment, putting in place a policy alone will not be an effective approach to combating sexual harassment in the workplace.

  • Policy on dealing with harassment complaints

relx_copyright – This article is Brightmine content – Copyright 2024 LexisNexis Risk Solutions

Qian Mou

Qian Mou is an employment law editor at XpertHR. She is qualified as a lawyer in England and Wales, and Ontario, Canada. Prior to joining XpertHR, Qian worked as a private practice lawyer specialising in employment law and as an HR consultant at a national bank in Toronto.

previous post
Make big brands liable for supply chain non-compliance – Matthew Taylor
next post
Royal Mail wins injunction to stop 48-hour strike

You may also like

Fewer workers would comply with a return-to-office mandate

21 May 2025

Redefining leadership: From competence to inclusion

21 May 2025

Consultation launched after Supreme Court ‘sex’ ruling

20 May 2025

RCN warns Darlington NHS trust over single-sex spaces

16 May 2025

EHRC bows to pressure and extends gender consultation

15 May 2025

Culture, ‘micro-incivilities’ and invisible talent

14 May 2025

Why fighting the DEI backlash is about PR...

9 May 2025

So what does the election of a new...

9 May 2025

Rethinking talent: Who was never considered in the...

7 May 2025

Ministers urged to outlaw misuse of NDAs

7 May 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+