Early findings from the ongoing PGA Members’ Survey highlight that a significant number of PGA Members are employers. As an employer, ensuring your workforce feels safe and free from harassment isn’t just essential—it’s a legal duty.
Understanding Your Legal Responsibilities
Employers are legally required to proactively protect workers from sexual harassment, a concept known as anticipatory duty. This means employers must take preventive measures and cannot wait for a complaint to arise before acting. The law requires action to prevent sexual harassment both within the workplace and in any environment where work-related activities take place, such as external meetings or work-related social events.
The EHRC’s 8-Step Framework
The Equality and Human Rights Commission (EHRC) outlines eight key steps employers should follow to meet their obligations. One crucial element is the provision of adequate training for staff. The Association strongly encourages Members who are employers to review these steps to ensure a comprehensive understanding of their obligations. It is important to recognise that the EHRC holds the authority to act against employers who fail to implement adequate preventative measures.
Additional guidance is available via ACAS.
The PGA’s Zero Tolerance Policy
The PGA is dedicated to ensuring that our workforce feels safe and respected in the workplace. As a preventative measure to proactively protect our own staff, the Association has revised its Zero Tolerance Policy. Our policy conveys a clear and unequivocal message: The PGA will not tolerate any form of harassment directed towards its workforce.
To view The PGA’s Zero Tolerance Policy, click here.
If you haven’t already reviewed your policies and preventive measures, now is the time to do so. Proactive steps today will help create a safer, more inclusive workplace for all.
