- Conference
- 2025 National Women's Conference
- Date
- 17 October 2024
- Decision
- Carried as Amended
Sexual harassment is sadly a common issue in the workplace. A 2023 poll by the TUC showed that 3 in 5 women have experienced harassment at work, rising to almost two-thirds of women aged 25 to 34. It can manifest in many ways from inappropriate comments to telling sexually offensive jokes to serious sexual assault.
For members of the Lesbian, Gay, Bisexual and Transgender plus (LGBT+) sexual harassment can be an everyday occurrence, with questions about their sex life being a regular occurrence (TUC report on Sexual Harassment in the workplace). Lesbian and bisexual+ women are often on the receiving end of threats of unwanted sexual activity aimed at ‘turning them straight’. Trans women are at significantly higher risk, with around one third of trans women reporting having been sexually assaulted at work.
Sadly, there are too many incidents that go unreported. Workers from minority groups are less likely to report due to the risk of losing their jobs or being sidelined. When they do report, their experiences are more likely to be downplayed. The TUC report on sexual harassment found that, although LGBT+ women are more likely to report incidents, their concerns are often downplayed as the victim being overdramatic, or over sensitive. Intersectionality looms large. In surveys Black women were twice as likely to report being sexually assaulted at work than white women. Those with intersecting identities such as Black, disabled, and LGBT+ were eroticised and subject of more overt sexual harassment, and employers routinely dismissed reports in the workplace as less serious.
As a union, we must also ensure that we address issues within UNISON, and take steps to address any risks to our workforce and members.
This conference believes that we have the right to feel safe in our work environments as well as feel valued and respected. It is the responsibility of employers, employees and leaders alike to make sure our workplace is somewhere that has zero tolerance for harassment. In the Eastern region an anti-racism charter was born and is being adapted nationally and the ethos sitting behind this is to move from a non-racist to an anti-racist environment through the meeting of the requirements of the charter. A similar concept could be considered here to implement a policy of anti-sexual harassment workplaces.
On the 26th of October 2024 the law changed and all employees now need to take positive steps to prevent sexual harassment, but how many workplaces actually have policies in place?
• A Sexual Harassment Policy should clearly define unacceptable behaviours, outline how to report incidents and guarantee protection for those who come forward.
• All staff should have regular training to recognise what it looks like and how to prevent sexual harassment happening in the workplace.
• Support systems should be put in place including counselling services. Raise awareness where possible and have an ongoing dialogue with all sectors.
Conference calls on the National Women’s Committee:
1)To work with the NEC to produce guidance for branches on the new legislation and on how to negotiate a sexual harassment policy with employers.”
2) “Work with the National LGBT+ Committee, National Black Members Committee, National Disabled Members Committee, and Young Members Forum to identify the specific sexual harassment issues facing their members.
3) Develop sexual harassment training for all UNISON branches.
4) To assist branches’ negotiations with employers on this crucial issue, create an anti-sexual harassment charter referring to the amendment to the Worker Protection (Amendment of Equality Act 2010) Act 2023 which has introduced a preventative duty, requiring employers to take “reasonable steps” to prevent sexual harassment of workers, including harassment from third parties.