Is your organisation ready for the Worker Protection Act?
From October 2024, as an employer you will have a legal duty to take reasonable steps to prevent sexual harassment of your employees in the workplace. This is the new Worker Protection Act 2023 – an amendment of the 2010 Equality Act.
Whilst focused specifically on sexual harassment, the legislation prompts a review of behavioural expectations and management that extends to all non-inclusive behaviours in the workplace, from the clumsy through to intolerable.
With the legislation coming into force later this year, the Clear Company are already working with a wide range of clients to ensure that they are prepared. We’re there every step of the way; from polishing policy frameworks through to educating employees on behavioural expectations and, critically, being an active ally when a boundary is crossed. It's through engaging all employees in promoting positive behaviours that employers will have the greatest success in complying with this new legislation.
The Clear Company's Inclusive Behaviours Tolerance Matrix is a crucial framework for identifying which behaviours contribute to a psychologically safe workplace and which are unacceptable, so that appropriate conduct is crystal clear for everyone.
Whilst the Worker Protection Act is targeted at sexual harassment that sits firmly on the right-hand side of the matrix, employers have a prime opportunity to tackle all forms of harassment and discrimination. This includes tackling micro-aggressions and unintentional non-inclusive behaviour, which can become intolerable if overlooked. It’s vital to acknowledge that regardless of the scale, frequency or intent, all non-inclusive behaviours cause harm and ultimately can be detrimental to your organisational performance.
Scenario-based learning is hugely powerful for helping everyone to recognise when a line has been crossed and to explore options for addressing this within your specific organisational context. Clarity on behavioural expectations and confidence in the appropriate response are an empowering combination to move conversation to action.
With the right policy framework, education and visible leadership action, organisations can transform their culture and eradicate all forms of non-inclusive behaviours, harassment, bullying and discrimination.
Remember, legislative compliance is a minimum standard.
This change offers a timely opportunity to embed the standards expected of the Worker Protection Act and to establish a culture of psychological safety, investing in the future success of your organisation.
Read on for further tips on psychological safe cultures: Balancing Policy and Culture: Creating Psychological Safety and Embedding Respect in the Workplace | LinkedIn
For further information on how the Clear Company can support your organisation through digital learning, workshops or policy reviews please contact us via enquiries@theclearcompany.co.uk