Event Summary

Join Westminster Insight’s Tackling Sexual Harassment in the Workplace Conference to hear about the reasonable steps that organisations of all sizes and types can take to prevent and respond to sexual harassment in the workplace.

In response to rising sexual harassment cases, the Government has introduced a new proactive duty which requires employers to take ‘reasonable steps’ to prevent sexual harassment in the workplace. We will share guidance for tackling sexual harassment in the workplace under the Worker Protection Act, new EHRC guidance, and the draft Employment Rights Bill. What do the changes mean for employers in practice? What are strategies and best practices for mitigating risk?

In addition to outlining your legal duties, we will offer practical advice to help you develop an effective sexual harassment policy and improve reporting. Understand the different forms of sexual harassment in the workplace: verbal, non-verbal and physical harassment. Foster a safer, more inclusive workplace culture where employees feel they can speak out.

We will highlight best practices for upskilling staff to handle sexual harassment complaints, including the role of line managers and Independent Sexual Violence Advisors (ISVAs), who offer guidance and support to both staff and victims. Learn how to develop a long-term plan for continued care after a complaint resolution.

Establish robust support systems for complainants while ensuring confidentiality for all parties and a fair investigation process. Learn how to manage incidents occurring outside of work hours. We will cover how to handle escalated complaints, including immediate response protocols and ensuring the safety of all parties involved.

Join us for a day of learning, networking and essential updates.

Key Points

  • Legal obligations for tackling sexual harassment in the workplace under the draft Employment Rights Bill and new EHRC guidance
  • Developing an effective sexual harassment policy in the workplace
  • Proactive measures to reduce the risk of sexual harassment through early intervention
  • Handling escalated sexual harassment cases: the role of Independent Sexual Violence Advisors (ISVAs) and peer support networks
  • Ensuring emotional support, confidentiality and fair investigation process
  • Involving external authorities and collaborating effectively through the investigation and resolution process
  • Protecting employers from third-party sexual harassment

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Group discounts

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