The Worker Protection (Amendment of Equality Act 2010) Act 2023 will come into force in October 2024. The Act is not as strong as Labour had wanted, but it does place some new duties on employers regarding their sexual harassment prevention policies and practices. The Act places a proactive responsibility on employers to prevent sexual harassment, marking a shift from reactive to preventative strategies.
But what’s the best way to create a healthy culture where sexual harassment is simply not tolerated? Where any victim feels comfortable to speak out without fear, and any abuser will be dealt with, no matter how high up on the power ladder?

Our study, “Tackle sexual harassment by focusing on outcomes, not process”, instructs organisations on how they can measure their workplace culture, examines what enables a culture of harassment to thrive, and gives essential tips on how to focus on outcomes, not process, as well as a five step method to approach workplace culture change.