Frequently asked questions
Yes, our Sexual Harassment Awareness training is CPD Accredited and takes just 25 minutes to complete!
It’s any unwanted and repeated behaviour of a sexual nature. Gender is one of the 9 Protected Characteristics that are legally safeguarded by the Equality Act. So any unwanted or prejudiced behaviour that’s directed at someone because of their sex is a form of discrimination.
Sexual harassment can be split into many different specific categories, but generally, they are split into 3 - verbal, non-verbal, and physical.
Some examples of these types of sexual harassment are:
This may involve sexually suggestive comments or questions. For example, making comments on your body image, appearance, or name-calling.
If someone is making sexual jokes whether they are aimed at you or not, if they make you feel offended or intimidated then this would count as sexual harassment.
These unwanted advances are a form of sexual harassment. This includes ‘leering’ or unwanted sexual propositions through any form of communication (phone, email, or face-to-face).
Displaying sexual, explicit or pornographic images may cause offence to others.
Other forms might include making conditions of employment dependent on sexual favours, requests of sexual favours, exposing oneself in front of others, or discussing relations, stories, or fantasies in the workplace.
Sexual assault is different from sexual harassment. The Met Police state that “The overall definition of sexual or indecent assault is an act of physical, psychological and emotional violation in the form of a sexual act, inflicted on someone without their consent. It can involve forcing or manipulating someone to witness or participate in any sexual acts.”
Before making a complaint, employees should check their company policy surrounding sexual harassment (which all organisations should have) to see who they should file the complaint to. Many policies would suggest the complaint gets made in writing (letter or email) to their manager/supervisor but they may also advise that you go to a Human Resources team member with training for these situations or a trade union representative.
It is beneficial to keep notes of events of harassment, especially if it is particularly upsetting as evidence going forward with the complaint.