3 Proven Strategies to Prevent Sexual Harassment in the Construction Industry

Written By Danna Walker

It is highly likely that issues of respect are present in your workplace right now. Despite your familiarity with colleagues or the presence of relevant policies, recent data uncovers a shocking picture. 


A significant number of UK workers, particularly women, are impacted by sexual harassment. A recent survey conducted by the Trades Union Congress (TUC) in 2022 found that close to half of women working in the UK construction sector have encountered some form of sexual harassment. This alarming data is a wake-up call for effective measures to create safer, more respectful work environments in the construction industry.

 
 

In the Architects Registration Board (ARB) report "Workplace Culture", sexual harassment and inappropriate behaviour are identified as prominent issues in the sector. The report presents an intersectional perspective, noting that individuals with disabilities, women of colour, and members of the LGBTQ+ community report higher incidences of harassment.


The effects of workplace harassment are complex and multifaceted. It impacts the mental health of individuals and the psychological safety of staff when it is ignored or poorly addressed. This, in turn, can create poor morale, higher churn rates, a lack of staff cohesion, decreased productivity, and legal challenges.


In response to these challenges, the UK's Employment Rights Act has been revised to encourage companies to take a proactive approach to preventing workplace harassment. This legal update imposes new responsibilities on employers to implement preventive measures rather than merely react to complaints, highlighting prevention as an essential approach to ensuring workplace safety.

To address these issues effectively, organisations can take immediate action by implementing three proven strategies:

1. Implement Regular, Tailored Training

Training plays a pivotal role in reshaping workplace culture and reducing instances of harassment. Effective training should not be a one-time event but rather a series of ongoing, interactive sessions tailored to the specific dynamics of the construction setting. These sessions should educate employees on what constitutes sexual harassment, its consequences, and how to intervene as bystanders. Research indicates that companies that provide ongoing harassment training experience a significant reduction in incidents. Customising training to reflect real-life scenarios in construction makes it more relevant and impactful.


2. Establish Confidential and Accessible Reporting Systems

Underreporting is a major obstacle in addressing sexual harassment, often stemming from concerns about retaliation or stigma. Creating confidential and easily accessible reporting channels encourages victims and witnesses to come forward securely. Efficient systems may include third-party reporting platforms, anonymous reporting options, and clear communication about the reporting process and subsequent steps. Organisations that implement such systems observe increased reporting rates and expedited complaint resolutions, fostering trust in the reporting process. This transparency is particularly crucial in industries dominated by male employees, where power differentials can discourage reporting.


3. Provide Comprehensive Support for Survivors

While preventing harassment is crucial, offering support to those who have experienced it is equally significant. Ensuring that survivors have access to counselling, legal guidance, and workplace accommodations aids in their recovery and sense of being valued. These inclusive practices showcase an organisation's dedication to fostering a culture of respect. Studies indicate that workplaces with survivor support services exhibit higher employee retention rates and morale, essential for a sustainable construction workforce.


Taking Collective Action

Preventing sexual harassment demands a committed and multi-pronged approach. Organisations must embrace proactive policies, invest in recurrent training, establish secure reporting mechanisms, and provide comprehensive support to survivors. Although the updated Employment Rights Act lays down a legal groundwork for creating safer workplaces, genuine transformation hinges on leadership and cultural shifts.

In case you or someone you know is facing sexual harassment, support resources are available:

Together, we can cultivate workplaces where everyone feels secure, respected, and empowered. For tailored training solutions for team members and leaders, feel free to reach out to Built By Us.

Danna Walker
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