Description
The EHRC guidance (which states that employers are unlikely to comply with the preventative duty if they do not undertake a risk assessment) sets out a number of risk factors to be considered. That includes “gender power imbalances”, so for example it would be wise for churches with exclusively male leadership to recognise that as a particular risk within their assessment.
Following on from that assessment, steps should be taken to address and reduce the risks. Such steps are likely to include:
- Training staff, so that they understand: what sexual harassment is (including examples specific to your organisation/sector); your stance in relation to sexual harassment; how they should raise concerns; and reassurance that you will engage with those concerns
- Having policies and wider communications that help communicate and support that understanding, including for third parties who interact with your staff, and encourage staff to raise concerns
- Having appropriate processes (and people) in place for addressing concerns of sexual harassment
- Taking appropriate action if an issue arises
- Reviewing the effectiveness of these steps
This is understandably an area in which Christian employers will want to both meet their legal obligations and protect the people under their care.
