Sexual harassment in the workplace is a pervasive issue that impacts organisations across industries. Recent statistics from the Trades Union Congress (TUC) show that 52% of women in the UK have experienced sexual harassment at work. These figures highlight the urgent need for businesses to implement robust sexual harassment prevention strategies. Conducting a thorough risk assessment is one of the most effective ways HR professionals can protect their workforce from sexual harassment while also safeguarding the company’s reputation and legal standing.
This guide walks HR professionals through the essential steps to perform sexual harassment risk assessments and offers practical tools—like heat maps—to target vulnerable areas and create a safer workplace.
The importance of risk assessments for preventing workplace sexual harassment
Conducting a risk assessment for sexual harassment is a proactive measure that helps employers understand and address vulnerabilities in their workplace. By identifying potential risks and taking action early, companies can:
- Prevent sexual harassment incidents.
- Protect employees from harm.
- Ensure compliance with anti-harassment policies and UK employment law.
Organisations that fail to conduct proper workplace harassment risk assessments not only risk reputational damage but also expose themselves to legal liabilities.
Key components of a sexual harassment risk assessment
1. Workplace culture evaluation
A workplace culture that allows or ignores inappropriate behaviour can breed sexual harassment. HR professionals should assess:
- Leadership attitudes: Do leaders model respectful behaviour and support anti-harassment initiatives?
- Diversity and inclusion: Is there a strong focus on equality, or do certain groups feel marginalised?
2. Policy review
Ensure your organisation’s anti-harassment policies:
- Clearly define what constitutes sexual harassment.
- Are accessible and communicated frequently to all employees.
- Include clear reporting mechanisms and protection against retaliation for those who report workplace harassment.
3. Physical and digital workspace analysis
Assess both the physical and digital work environment for potential risks:
- Office layout: Look for secluded areas or locations without adequate supervision that could facilitate harassment.
- Remote work environment: For remote workers, ensure digital communication tools are monitored and governed by anti-harassment policies.
4. Incident reporting mechanisms
A robust reporting system is crucial in preventing and managing sexual harassment:
- Anonymous reporting: Employees should feel safe reporting harassment without fear of retaliation.
- Handling complaints: Ensure complaints are addressed quickly, consistently, and fairly across all departments.
5. Training and awareness
Regular sexual harassment prevention training should be mandatory. Employees must understand what constitutes harassment and how to report incidents. This training should also empower bystanders to intervene and stop inappropriate behaviour.
Using a heat map to identify vulnerable areas in the workplace
An effective tool in conducting sexual harassment risk assessments is a heat map. A heat map allows HR professionals to visually plot high-risk areas within the workplace. By understanding which areas or departments are more vulnerable to sexual harassment, you can create targeted prevention strategies.
What vulnerable areas might look like
1. External client-facing teams
Teams that have frequent interactions with external parties—such as sales, customer service, or consultancy roles—are particularly vulnerable. A report by the Equality and Human Rights Commission (EHRC) revealed that 70% of women working in hospitality experienced sexual harassment from customers. These teams may face third-party harassment, where clients or customers are the perpetrators.
2. Hierarchical structures and power imbalances
Departments with significant power differentials, such as teams where junior employees report to multiple senior managers, are prone to workplace harassment. Employees in lower positions may hesitate to report issues out of fear of retaliation or career impact.
3. Remote and hybrid work
With the increase in remote work, employees may face digital harassment through emails or messaging apps. It’s essential to assess how isolated team members are protected from sexual harassment in these less visible environments.
4. Areas with limited oversight
Physical spaces with minimal supervision—such as factory floors, warehouses, or night shifts in retail—can be vulnerable to inappropriate behaviour. These areas need enhanced monitoring to prevent sexual harassment from occurring unnoticed.
By creating a sexual harassment heat map, HR professionals can clearly identify high-risk areas and develop specific, targeted prevention strategies.
Practical steps to conduct a sexual harassment risk assessment
Step 1: Gather data
- Employee surveys: Anonymous surveys can provide valuable insights into employee experiences and concerns related to workplace harassment.
- HR records: Analyse previous complaints or incidents to identify trends and vulnerable areas.
- Industry benchmarking: Compare your company’s practices against industry standards and best practices.
Step 2: Create a heat map
- Use the gathered data to create a visual heat map that highlights areas with higher exposure to sexual harassment.
- Focus on both physical spaces (like offices or factories) and team dynamics (such as junior staff reporting to senior managers).
- Identify vulnerable groups, including teams that work directly with clients or third parties.
Step 3: Design a targeted prevention strategy
Once vulnerable areas are identified, implement targeted solutions:
- Enhanced training: Provide tailored sexual harassment prevention training to high-risk teams.
- Policy reinforcement: Ensure teams in vulnerable areas are well-versed in your anti-harassment policies.
- Increased oversight: For remote or isolated teams, establish regular check-ins and improved monitoring to mitigate risks.
Step 4: Continuously monitor and reassess
Sexual harassment risk assessments should be an ongoing process. Update your heat map regularly and adjust your strategies based on new risks or workplace changes. Continual monitoring ensures your company remains proactive in addressing sexual harassment.
Implementing findings and mitigating risk
With the insights gained from your heat map and risk assessment, create an actionable plan that includes:
- Tailored interventions: For example, increasing supervision in high-risk areas, or improving reporting procedures for client-facing roles.
- Training updates: Ensure that your harassment prevention training is relevant and regularly conducted.
- Policy revisions: Regularly review and update your sexual harassment policies to ensure compliance with UK law and best practices.
Conducting regular sexual harassment risk assessments is crucial for ensuring a safe, respectful workplace. By identifying vulnerable areas through tools like heat maps and implementing targeted prevention strategies, HR professionals can help prevent workplace harassment and create a culture of trust and respect.
With the right approach, employers can not only reduce the risk of sexual harassment but also demonstrate their commitment to employee well-being and a safe, harassment-free work environment.
Tell Jane offers a wealth of practical tips, guidance and training to help prevent sexual harassment at work. Explore our range of webinars, in-person or online facilitation and e-learning options by emailing hello@telljane.co.uk for more details.
