Sexual harassment in the workplace. A practitioner’s reflections on the current reviews in the United Kingdom post #metoo

Shelagh Mckenzie

doi:10.24310/rejie.2019.v0i19.5476

Abstract

In autumn 2017 allegations about sexual harassment in the entertainment industry began to be reported in the press. These allegations lead to women in a wide range of industries speaking out about sexual harassment in their workplaces. The #MeToo movement, together with the Everyday Sexism Project, have successfully highlighted the extent to which sexism, sexist comments and sexist behaviours continue to exist in our society today. As a consequence, in 2018 two key reports were published into sexual harassment in the workplace in the UK, and there has been a lot of discussion about whether we should strengthen or change the existing employment laws. This article outlines some of the current debates in the UK with a view to contributing to the debate in Spain. It also offers some reflexions on how preventative sexual harassment training could be tailored and adapted to address the reality of different roles/remits within an organisation

Highlights

Sexual harassment is in the media news stories, but it is firmly on the international legal agenda
The European Parliament has recently called on Member States to introduce measures to prevent and combat violence and harassment at the workplace including “comprehensive information and training courses to ensure that workers understand policies and procedures, and support for companies to draw up action plans to implement all these measures.”7
After hearing evidence from a wide range of interested parties, the Committee concluded that more preventative measures needed to be taken: It is shameful that unwanted sexual behaviours such as sexual comments, touching, groping and assault are seen as an everyday occurrence and part of the culture in workplaces...There is considerable focus on protecting people’s personal data and preventing money laundering, with stringent requirements on employers and businesses to meet their responsibilities in these areas

Summary

Introduction

Sexual harassment is in the media news stories, but it is firmly on the international legal agenda. After hearing evidence from a wide range of interested parties, the Committee concluded that more preventative measures needed to be taken: It is shameful that unwanted sexual behaviours such as sexual comments, touching, groping and assault are seen as an everyday occurrence and part of the culture in workplaces...There is considerable focus on protecting people’s personal data and preventing money laundering, with stringent requirements on employers and businesses to meet their responsibilities in these areas. They should put the same emphasis on tackling sexual harassment.. The objective of any sexual harassment awareness training should be to ensure that employees understand that sexual harassment as defined in this directive encompasses a whole range of behaviours or conduct on a sliding scale from the least serious examples such as “unwanted sexual jokes” to the most serious assaults which may fall within criminal definitions of sexual harassment, assault or rape. Case law examples both from home and from other European countries are instructive on how this European concept is interpreted in practice across the European Union.

How common is sexual harassment in the workplace?

Sexual harassment and awareness training specifically for male colleagues?

Harassment training and awareness training specifically for female colleagues?

Findings

Conclusions