What is the policy / strategy / function / trying to achieve / do?
This Sexual Harassment Policy sets out a framework to deal with harassment that occurs by staff (which may include consultants, contractors and agency workers) and also by third parties such as customers, suppliers or visitors to our premises. This Sexual Harassment Policy aims to protect employees, officers, consultants, self-employed contractors, casual workers, agency workers, volunteers and interns from unwanted sexual advances and give them guidelines to report incidents. The policy also outlines how we handle claims, deal with sexual harassment, and help victims recover.
If this policy is subject to the FSD what does it suggest about the impact or potential impact on socio-economic disadvantage?
We will need to ensure that we undertake a promotional campaign to ensure that all managers and employees of the council are aware of the new policy.
Ensure managers undertake the new sexual harassment e-learning modules on LearnNL and that awareness about the gendered nature of sexual harassment is understood as well as the experiences of different people – younger, disabled LGB, BAME etc.
Give details of the impact it has on groups and individuals.
Younger female employees are at a higher risk of experiencing sexual harassment in the workplace. Disabled people are twice as likely as non-disabled people to experience unwanted touching. Statistic show that more women have experienced sexual harassment however men also experience sexual harassment. BAME people often experience sexual harassment that is racialised. LGB people are more likely than straight people to receive unwelcome comments about their sex life. New employees to council may be at a higher risk of experiencing sexual harassment in the workplace
What actions / measures will be put in place or are planned to mitigate any adverse impact or promote equality?
The aims of the policy take into account all of the characteristics.
This policy will ensure that managers are aware of the nature of sexual harassment and how it can be experienced differently by different people because of other characteristics; aware of how to deal with sexual harassment complaints; and take a proactive approach in helping employees to come forward to raise complaints.
The policy will also signpost employees to receive the necessary support if they have experienced sexual harassment
This is a supportive and positive policy. Different people experience things in different ways and this policy will ensure that all complaints are dealt with in a fair and consistent manner.
This policy also outlines that third parties will also be considered under the policy
The policy will provide managers with a robust and clear framework for dealing with sexual harassment complaints and provide them with the right tools to do this.
What is the result/ recommendations of the EqIA?
Result is to implement the policy and ensure that we undertake a promotional campaign to ensure that all managers and employees of the council are aware of the new policy.
Ensure managers undertake the new sexual harassment e-learning modules on LearnNL and that awareness about the nature of sexual harassment is understood as well as the experiences of different people – younger, disabled LGB, BAME etc.