New Workplace Duty –
Worker Protection Act 2023

From 26 October 2024 employers must take reasonable steps to prevent sexual harassment of their workers, including by third parties. As an employer, we must be proactive in

• assessing risk
• identifying ‘reasonable steps’ and
• action regularly reviewing our processes

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Strategic Leadership workshops / consultancy

Objective: Enable leadership to critically reflect on and enhance organisational policies and procedures. Strategic focus on:

• Response and support systems.
• Training initiatives.
• Reporting, investigation, and communication strategies.
• Internal policies and procedures.

Staff training / briefings

Objective: Provide staff with the skills and knowledge to recognise and respond to sexual harassment.

• Awareness Raising: Key issues (bystander intervention, consent, legal definitions, freedom of speech).
• Case Studies: Practical examples of how issues are handled.
• Duty of Care: Practical application of responsibilities.
• Reporting Process: Whistleblowing, and reporting concerns.
• Management of Concerns: Following institutional policies, including recording and reporting.
• Support Mechanisms: Personalising support for both victims and perpetrators.

For a free consultation, to discuss your needs and tailored programme to meet your organisation’s needs, please contact us and we will be in touch.