#TimesUp: practices need to create a safe environment for staff

How is sexual harassment defined under the Equality Act 2010?

Unwanted conduct that has the effect or purpose of creating an intimidating, hostile, degrading, humiliating or offensive environment

Unwanted conduct

Unwanted conduct of a sexual nature that has the effect or purpose of creating an intimidating, hostile, degrading, humiliating or offensive environment

Unwanted conduct of a sexual nature

Why might a harasser's defence of 'that's not what I meant' not work?

Because it is a weak defence

Because the victim gets to define what the harm is

Because people are unlikely to believe them

Because the harm is assessed according to the reasonable perception of the victim

Which of these is the least likely risk of not dealing with harassment claims?

Reputational damage

Loss of talent

Distress

It might attract harassers to your workplace if they know they can get away with it

Why is the legal definition of harassment deliberately wide?

Because sexual harassment comes in many forms

Because the internet and email has opened up a new category of harassment crimes

Because we don't quite know what harassment actually is

Because it can happen to men and women

Which of these is not a reason why professional services firms have an increased chance of being an environment where harassment is possible?

It has senior individuals with high status working with junior staff members

Sometimes clients are entertained at venues where there is alcohol, which increases the risk

It has teams that work late into the night

They have historically attracted people who harass

Which of these things should not be in a harassment policy?

A definition of what harassment is

A list of known harassment events in the firm's recent history to familiarise staff with the likelihood and variety of offences

What people should do if they feel they have been harassed or have witnessed it

How harassment can manifest in the workplace

What is crucial once a policy has been drafted?

That it is publicised and enforced

That the policy has a pilot period where HR can see whether it works well enough

That staff have a meeting to discuss whether they agree with it

That it is publicised

What else might a professional services firm need to embed cultural change around harassment?

Have a lawyer come in to explain that there may be criminal consequences

Have a 'harassment awareness' day

Have regular meetings where people can come forward to tell their stories about being harassed

Train staff

Why is the pressure to deal with harassment particularly acute for the accounting profession?

Because accountants travel away from home a lot and miss their families

Because everyone works late nights

Because there has historically been a lot of harassment in the accounting profession

Because there is a big gender imbalance and diversity problem in accountancy firms

What proportion of Britons has experienced sexual harassment in the workplace?

10 percent

48 percent

Around a third

50 percent - all women

#TimesUp: practices need to create a safe environment for staff

How is sexual harassment defined under the Equality Act 2010?

Why might a harasser's defence of 'that's not what I meant' not work?

Which of these is the least likely risk of not dealing with harassment claims?

Why is the legal definition of harassment deliberately wide?

Which of these is not a reason why professional services firms have an increased chance of being an environment where harassment is possible?

Which of these things should not be in a harassment policy?

What is crucial once a policy has been drafted?

What else might a professional services firm need to embed cultural change around harassment?

Why is the pressure to deal with harassment particularly acute for the accounting profession?

What proportion of Britons has experienced sexual harassment in the workplace?

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