“Specialist subjects require specialist training”

With all UK employers now legally required to take reasonable steps to prevent the sexual harassment of their employees, workplace training has become a priority across all sectors.

The Government and the Equalities and Human Rights Commission have been clear that training should not be a tick-box exercise, and that both authorities will assess the quality and length of training, and the reputation of training providers.

As specialists in sexual harassment prevention training, we have become increasingly concerned about employers that have opted to create training in-house, without the necessary expertise in this highly complex and sensitive area.

We were recently approached by a female employee – who wished to remain anonymous – after their employer sent around a 20-minute e-learning module about sexual harassment prevention.

They said:

“It was obvious that the training had been created in-house, which I thought was unusual because none of our team are sexual harassment prevention specialists. The training gave multiple scenarios, and I had to select whether the situation was or was not sexual harassment. I found myself becoming more and more confused with each scenario, and ultimately finished the training concerned that compliments I normally give my colleagues, for example about their hair or their outfit, might constitute sexual harassment.”

“At the end of the training, I had to sign a pledge against sexual harassment, and that was it. I do not believe that this training was suitable or sufficient. I was left confused and disappointed that my employer is not taking this issue seriously.”

This employee’s experience is a testament to why specialist training is essential.

One of the reasons this law was introduced is because there is a significant lack of awareness about the prevalence of sexual harassment and a lack of understanding about recognising, preventing, and responding to it.

Unfortunately, this was not the first and likely will not be the last time we have heard feedback like this about training created in house. Sexual harassment prevention training should be taken as seriously as first aid, health and safety, or anti-money laundering training. Specialist subject areas require specialist training, it’s as simple as that.

Employers who fail to recognise this are not only risking the safety of their employees but are also unlikely to have an adequate defence at an Employment Tribunal.

Find out more about TCC specialist sexual harassment prevention training here.