At GC we want everyone to feel that they belong and know that we are committed to creating an inclusive environment where all individuals are valued and treated with dignity and respect.
GC supports a safe working environment and culture where colleagues can raise any workplace dispute, complaint or concern.
Every two years we ask all colleagues to complete an EDI training module which includes a section around Dignity at Work, and this year, we have added in an additional section to reflect recent changes in legislation around Sexual Harassment.
This new legislation requires employers to take reasonable steps to prevent sexual harassment. GC already adopt a zero-tolerance approach to any form of bullying, discrimination, harassment, including sexual harassment, or victimisation towards, or from, colleagues, customers or third parties. However, we have now strengthened this approach and updated the training which specifically calls out sexual harassment.
The training will be launched to all colleagues next week and will need to be completed within four weeks.
The additional section provides knowledge of:
- Examples of sexual harassment in the workplace.
- Effective intervention strategies for bystanders who witness sexual harassment.
- How to respond to sexual harassment if you’re on the receiving end.
- Support for those who have been affected by sexual harassment.
The training can be access via PAL and if you'd like to read our Dignity at Work Policy or Procedure you can find these here, and our Dignity at Work resources on Our Working Way here.
Current measures to prevent harassment, including sexual harassment
We also wanted to take this opportunity to remind you what we do in relation to harassment.
GC already do a vast amount to reduce the risk of harassment through our Dignity at Work Policy and the campaigns run through our EDI networks. However, there is always more that we, as managers and all colleagues, can do, through continuous review and development of our approach.
We promote zero tolerance towards harassment, through our Policy and procedure
We already have a detailed Dignity at Work Policy which covers all forms of harassment and the roles all parties must take in reducing risk. Within this is a clear reporting process for individuals to raise concerns. Whilst all forms of harassment is already covered within the policy, we have strengthened references to sexual harassment in order to comply with the legislation.
We will increase the review of this policy from biannual to an annual review and will also be publishing this on the GC website.
We raise awareness
We regularly raise awareness of our Dignity at Work Policy (which covers harassment) through our varied EDI campaigns e.g. Inclusion / Safety at Night, which we will continue to do.
We commit to communicating regularly on this subject, to encourage a culture whereby individuals feel comfortable raising concerns and are clear on GC values.
We provide a clear mechanism for people to raise a complaint and a transparent process for managers to follow to ensure complaints are thoroughly investigated.
We have an effective procedure for the investigation of complaints that ensure that they are dealt with promptly, effectively and sensitively. We take appropriate action against perpetrators of sexual harassment and provide support to those who raise complaints, or are witnesses to complaints.
We monitor harassment cases
We regularly monitor cases of harassment from colleagues, learners, contractors, clients and suppliers. This helps us to evaluate the effectiveness of our approach, our policy and the specific steps we have put in place to prevent sexual harassment, and identify any required improvements. We will seek feedback from colleagues through staff surveys as part of evaluating the effectiveness of our approach.
We train
As well as the EDI Training Module, we can also run additional training for colleagues who are in roles placed at a higher risk of sexual harassment e.g. those in loan working roles/ travelling etc. If you are interested in this, please raise this to your manager.
We assess risk
Managers are already tasked with completing risk assessments for roles with increased risk, such as roles that require loan working or travel. Managers should be reviewing these risk assessments regularly (as a minimum on an annual basis) to ensure controls in place are still effective in reducing risk.
If you are in a higher risk role, you should be having more ‘check ins’ with your manager. These controls should be put in place between you and your manager.
What do we need to do more of
As well as continuing to raise awareness, monitoring, training and assessing risks, there are additional steps we will be taking.
Assess risk and take steps to reduce risk in the workplace
Whilst we already assess risk, through individual risk assessments, we have developed a group risk assessment specifically in relation to sexual harassment. We are engaging with managers and colleagues on this so if you would like to be involved, please reach out to your ECC/ EDI lead.
Develop Manager training
We are also developing manager specific training on sexual harassment to ensure they are fully equipped to:
- Understand harassment/ sexual harassment?
- Recognise and challenge inappropriate behaviour
- Have open conversations
- Manage a complaint from colleagues and third parties
- Monitor and report to HR
- Support a colleague who has raised harassment – understanding what support mechanisms are in place.
- Create a culture where people feel comfortable talking about cases of harassment
There will also be some future changes in this space as part of the Employment Rights Bills and the Government’s Make Work Pay’. We will provide further updates on this, as they develop.
In summary, everyone should see GC as a safe place to work. Our zero-tolerance approach towards any form of harassment, including sexual harassment, means that when anyone reports harassment (to themselves or another) - we act.
We ALL have a part to play in preventing harassment including sexual harassment within GC.