SaferSpace aims to tackle workplace harassment with AI

ALL employers must take reasonable steps to prevent sexual harassment in the workplace

The Worker Protection Act (Amendment to the UK’s Equality Act 2010) comes into force 26^th October 2024, which is a new law that requires all employers to take ‘reasonable steps to prevent sexual harassment in the workplace’.

Under this new law, employment tribunals will be able to increase compensation by up to 25%, if an employer is found to have failed in this new duty. 

Importantly, the law applies not only to harassment by colleagues but also to third parties such as students, customers, and members of the public. 

This places a broad responsibility on employers to ensure a safe working environment. 

Recognising a need, co-founders Ruth Sparkes and EQN steering group member, Sunita Gordon launched SaferSpace, a straightforward reporting platform designed to support the quick and secure reporting of workplace misconduct. Whether it’s sexual harassment, discrimination, or other forms of inappropriate behaviour, SaferSpace helps employees to report incidents quickly and accurately.

In the UK:

– 58% women have experienced sexual harassment in the workplace 
– On campus, 68% students have suffered harassment 
– 79% don’t report it

So, to encourage wider reporting, SaferSpace created a chatbot trained on the UK’s Equality Act, that helps users assess if  their concerns meet the threshold for a formal complaint.

“People in the built environment often work in dynamic and diverse settings, which is why creating a tool like SaferSpace felt urgent,”

Sunita

“Our aim was to make it easier for individuals to speak up, knowing their concerns would be handled securely.”

Ruth

For companies in the built environment, embracing this solution can significantly enhance compliance, foster a more inclusive atmosphere, and ensure that workplace dynamics remain positive and equitable. SaferSpace offers an innovative way to safeguard employees and employers alike. 

Worker Protection Act: what steps should employers take?

Employers are expected to be proactive in preventing and addressing sexual harassment, with the ability to show clear evidence of the steps they have taken. 

Key areas of focus include:

• Policies and procedures: Employers should have a written policy that clearly defines sexual harassment and outlines everyone’s role in preventing it. These policies can be used to educate staff and demonstrate the organisation’s commitment to tackling sexual harassment. 

You can download a free template here (you’ll need to share your email address to access it.)

Employers may need to update their employee handbook to reflect these changes.

• Training: All staff, regardless of seniority, should receive regular training on what constitutes sexual harassment and their responsibilities in preventing it. 

• Reporting and disciplinary processes: Clear reporting procedures must be in place for employees to raise concerns (SaferSpace is the ideal tool for this), along with a structured process for investigating complaints and taking disciplinary action where necessary. 

Employers need to act quickly to make sure their policies, training, and systems are ready to meet this new legal requirement. Failure to do so might result in costly penalties.