Time for change – HR’s role in eradicating workplace sexual harassment
| DOI | https://doi.org/10.1108/SHR-01-2018-0004 |
| Date | 09 April 2018 |
| Published date | 09 April 2018 |
| Pages | 85-90 |
| Author | David Smedley,Andrew Rayment |
| Subject Matter | HR & organizational behaviour,Employee behaviour |
Time for change –HR’s role in eradicating
workplace sexual harassment
David Smedley and Andrew Rayment
Abstract
Purpose –In the space of just a few monthsor so, there has been nothing short of a tectonicshift in the
expected approach to sexual harassment allegations especially where the alleged harasser is in a
position of power in relation to the accuser. The allegations against Harvey Weinstein, MPs and other
public figurestogether with the #metoo campaign arguablymark a step change in public perception. HR
professionals are no strangers to this issue. The authors look at what, if anything, has changed when
handlingsexual harassment complaints in the workplace.
Design/methodology/approach –The authors examine whetherthis is just a media news story or is it
backed up by evidence. They look at statistics from a Trades Union Congress (TUC) survey and the
Everyday Sexism Project. The authors define ‘‘what is sexual harassment’’ from a legal view point and
provide advice to HR professionals in dealing with such complaints and in examining risk to their
organisation.
Findings –There are solid business and ethical reason to stamp out discriminatory practices.
Organisationswith good equality and diversity practicesare in a good position but should guard against
complacency.
Originality/value –The allegationsagainst Harvey Weinstein, MPs and otherpublic figures together with
the #metoo campaign arguably mark a step change in public perception. HR professionals are no
strangers to this issue. Time spent examining your organisation’s vulnerability to such claim and
refreshing your knowledge could be time well spent when considering the potential costs and
reputationaldamage of a case.
Keywords Sexual harassment, #metoo, Harvey Weinstein
Paper type Viewpoint
In the space of just a couple of months or so, there has been nothingshort of a tectonic
shift in the expected approach to sexual harassment allegations, especially where the
alleged harasser is in a position of power in relation to the accuser. We look at what, if
anything, has changed when handlingsexual harassment complaints in the workplace.
We examine whether this is just a media news story or is it backedup by evidence. We look
at statistics from a Trades Union Congress (TUC) survey and the Everyday Sexism Project.
We define “what is sexual harassment” from a legal view point and provide advice to HR
professionals in dealing with suchcomplaints and in examining risk to their organisation.
There are solid business and ethical reason to stamp out discriminatory practices.
Organisations with good equality and diversity practices are in a good position but should
guard against complacency.
The allegations against Harvey Weinstein, MPs and other public figures together with the
#metoo campaign arguably mark a stepchange in public perception. HR professionals are
no strangers to this issue. Time spent examining your organisation’s vulnerability to such
claim and refreshing your knowledge could be time well spent when considering the
potential costs and reputationaldamage of a case.
David Smedley and
Andrew Rayment are based
at the Department of
Employment, Walker Morris
LLP, Leeds, UK.
DOI 10.1108/SHR-01-2018-0004 VOL. 17 NO. 2 2018, pp. 85-90, ©Emerald Publishing Limited, ISSN 1475-4398 jSTRATEGIC HR REVIEW jPAGE 85
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