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Sexual Harassment Awareness Training – Why is it so important?

Sexual Harassment Awareness Training – Why is it so important?

by | Apr 4, 2025 | Employment and HR

Sexual Harassment At Work – A Serious Issue

Sexual harassment is a serious issue wherever it occurs. Here we look at how sexual harassment at work can have devastating effects on individuals and organisations alike. It creates a toxic work environment, damages employee wellbeing, and can result in legal and financial consequences for employers. Providing effective sexual harassment awareness training helps prevent misconduct, promotes a culture of respect, and ensures compliance with UK legislation, including the newly introduced Worker Protection Act 2023. This came into place in October 2024, and imposes a legal duty on employers to take reasonable steps to prevent sexual harassment in the workplace, shifting the focus from reactive measures to proactive prevention.

Identifying Sexual Harassment

Identifying sexual harassment is important in order to ensure that the matter is dealt with properly and the appropriate action is taken. It is important to understand that sexual harassment is defined as:

“Any form of unwanted verbal, nonverbal, or physical conduct of a sexual nature that violates the dignity of a person or creates an intimidating, hostile, degrading, humiliating, or offensive environment.”

Sexual Harassment can take many forms which are explained in the following sections.

Verbal Sexual Harassment

Verbal Sexual Harassment includes:

  • Making unwelcome sexual comments or innuendos
  • Asking about sexual fantasies, preferences, or history
  • Making sexual comments about a person’s appearance, body, or clothing
  • Repeatedly asking someone on a date despite them saying ‘no’
  • Spreading rumours about someone’s sex life

Non-Verbal Sexual Harassment

Non-Verbal Sexual Harassment includes:

  • Making sexual gestures or suggestive facial expressions
  • Following or stalking someone
  • Displaying explicit images or materials in the workplace
  • Obstructing someone’s path or deliberately entering their personal space

Physical Sexual Harassment

Physical Sexual Harassment includes but is not limited to:

  • Unwanted touching, hugging, or patting
  • Touching another person’s clothing, hair or body without their consent
  • Brushing against someone inappropriately
  • Physically blocking someone’s movement or making them feel unsafe due to your close proximity

These are only some of the examples of sexual harassment in the workplace, but there are more. If there is unwanted behaviour of a sexual nature, it’s not OK.

Workplace Banter OR Sexual Harassment?

Sexual harassment can occur in workplaces where there is a culture of jokes and banter so it’s important to recognise when that behaviour crosses the line into harassment. Even if someone does not outwardly object, it doesn’t mean they are comfortable with the behaviour. External pressures, such as fear of causing conflict, can prevent individuals from speaking up. When banter becomes harassment, the behaviour:

  • is of a sexual nature and
  • creates an intimidating, hostile, or offensive environment and
  • is unwelcome or unwanted

Worker Protection Act (2023) |The Legal Landscape

Protection against workplace sexual harassment was strengthened in the UK, in October 2024, when the Worker Protection Act (2023), an amendment to the Equality Act 2010, came into place.

Under this new law, employers have a legal duty to take proactive and reasonable steps to prevent sexual harassment, rather than simply addressing incidents after they occur. This also includes harassment from third parties such as customers and clients.

Sexual Harassment | Employer Responsibilities

  • Identify risks of sexual harassment in the workplace
  • Implement reasonable measures to reduce these risks
  • Foster a workplace culture that prioritises respect and safety

Failure to comply can lead to serious legal and financial consequences, including liability for failing to protect employees from harassment.

Impact of Sexual Harassment on Employees and Businesses

Sexual harassment has far-reaching consequences beyond the immediate victim. It affects the entire organisation, leading to:

  • Mental health issues (stress, anxiety, PTSD, depression)
  • Physical health problems (hypertension, cardiovascular disease, chronic illnesses)
  • Decreased productivity and engagement
  • Higher employee turnover and absenteeism
  • Reputational damage and legal liability

Preventing Sexual Harassment at Work | Steps Employers Can Take

There are a number of steps that employers can take to prevent sexual harassment at work which we have listed below. Further information can be found at the Acas website under Sexual Harassment > Preventing Sexual Harassment.

Sexual Harassment Awareness – Provide Education and Training

Regular and comprehensive Sexual Harassment in the Workplace Awareness Training, ensures employees understand what constitutes sexual harassment, and how to prevent it.

Sexual Harassment Policy – Establish Clear Procedures

Ensure all employees are aware of, and understand the company’s sexual harassment policy, including reporting procedures and consequences.

Reporting Sexual Harassment at Work

TThe reporting of a possible case of sexual harassment at work can be difficult so it is important to create a safe and supportive environment where employees feel comfortable coming forward without fear of retaliation.

Responsible Persons | Take Action Against Sexual Harassment

Sexual harassment must be dealt with properly and it is therefore vital that employers, the management team and responsible persons lead by example – they should ensure their own behaviour is always respectful, should be able to identify sexual harassment at work, understand what steps should be taken to address and eliminate it in the workplace and must take immediate action against harassment to demonstrate that misconduct will not be tolerated.

With the Worker Protection Act (2023) now in force, employers must be proactive in preventing sexual harassment in the workplace. Training employees, enforcing clear policies, and fostering a respectful work environment not only protects individuals but also strengthens your organisation as a whole. By prioritising prevention, businesses can ensure compliance, enhance workplace culture, and support employee wellbeing.

For more information on Sexual Harassment in the Workplace Awareness Training, please give us a call on 01332 208500 or email hello@real-sense.com.

Time to Talk Day 2025 > Mental Health in the Workplace

Time to Talk Day 2025 > Mental Health in the Workplace

by | Feb 6, 2025 | Health and Wellbeing

Time to Talk Day is here again – providing an invaluable reminder of the importance of conversations about mental health. Falling on 6th February 2025, this national event encourages people across the UK to open up, connect, and break the stigma surrounding mental health issues.

What is Time to talk day?

Time to Talk Day is run by Mind and Rethink Mental Illness, in partnership with Co-Op. The day aims to create an empowering community where mental health can be openly talked about and supported. For workplaces, it’s the perfect opportunity to foster a culture of openness and support—one conversation at a time.

Let’s talk about Mental Health and Wellbeing

Time to Talk Day is the UK’s largest mental health conversation. It’s a day for friends, families, communities and workplaces to come together to talk, listen and change lives. Time to Talk Day takes place on the 6th February 2025 and is the nation’s biggest conversation on mental health and wellbeing. Time to Talk Day 2025 is run by Mind and Rethink Mental Illness, in partnership with Co-op and delivered by See Me with SAMH (Scottish Action for Mental Health), Inspire and Time to Change Wales.

The aim of Time to Talk Day is to help get everyone feeling comfortable talking about mental health.

Time to Talk Day: Why Talking About Mental Health Matters

Mental health is a critical yet often overlooked aspect of wellbeing. According to the Mental Health Foundation, one in six employees experiences a mental health problem at any given time. Despite this, many workers feel unable to discuss their struggles due to fear of judgment or negative consequences. In fact, Time to Talk Day 2024 revealed that nearly two thirds of the UK public put on a brave face to avoid talking about their mental health. And nearly half of us are less likely to open up as we don’t want to worry others in already difficult times.

Creating an environment where employees feel comfortable discussing mental health can:

  • Improve productivity: Happier, healthier employees are more engaged and productive.
  • Reduce absenteeism: Addressing mental health issues early can prevent extended absences.
  • Foster loyalty: Employees who feel supported are more likely to stay with their employer.

Supporting Mental Health in the Workplace

The Role of Employers

Employers have a responsibility to create a workplace culture that supports mental health. This involves more than providing access to resources; it means actively encouraging conversations and equipping staff with the tools they need to support each other.

How You Can Help Support Mental Health

On Time to Talk Day, why not host a dedicated mental health awareness session or share stories from employees or leaders who have navigated mental health challenges? Beyond formal policies and legal requirements, employers can foster a mentally healthy workplace by encouraging team-building activities like mindfulness sessions, group walks, or casual coffee catch-ups to help employees connect. Creating a warm and inclusive environment could also mean celebrating small wins together, introducing ‘no-meeting’ afternoons to ease workload pressure, or even having a dedicated space where employees can take a break and recharge. Simple gestures like recognising achievements, showing appreciation, and promoting a culture of kindness can go a long way in supporting mental well-being at work. 

How can you get involved?

Here are some simple steps to help you get involved with the Time to Talk campaign.

1. Plan an activity – think about activities that will bring people in your community or workplace together to talk, listen and change lives.

2. Find a good place to chat – Indoors, outdoors? Think about hosting an event at a popular venue near you to get your community talking.

3. Download helpful mental health resources – There are plenty of resources out there – why not download and use our FREE editable poster to promote your activity.

4. Keep talking – remember, this isn’t a once a year event. Regular chats are important for other people’s mental health and wellbeing as well as yours. Keep the conversations going.

Download a FREE Editable Time To Talk Poster

Time to Talk Day is an annual event that reminds us of the importance of talking about mental health. However, we need to maintain and promote a culture where people feel more comfortable talk and sharing their mental health situations and experiences. Here is an editable poster that you can download and use for FREE. 

Time to Talk Event Poster

Download the ‘Time to Talk’ poster to promote your event. Consider the following key points:

  • Add your own specific details to promote your time to talk activity
  • Explain where and when 
  • Choose a location for your poster with good visibility to promote your event
  • Remember this can be a regular event, not just a one-off or annual activity – so keep the conversation going.

Display the poster in a prominent place to promote your time to talk event.

How Mental Health and Wellbeing Training Courses Can Help

Mental Health Awareness Training can help you to understand the different factors that can affect your own mental health (and that of your colleagues and employees) and obtain the knowledge and support for dealing with mental health issues should they arise. It equips employees and managers with the knowledge to:

  • Recognise the signs of poor mental health in themselves and others.
  • Appreciate common mental health issues and how widespread they are.
  • Recognise that your mental health can change throughout your life and that there should be no stigma attached to mental health issues.
  • Understand the connection between physical and mental wellbeing
  • Know how to confidently talk to someone about mental health issues and respond empathetically and effectively.
  • Signpost colleagues to appropriate support resources.

By investing in mental health training, employers demonstrate their commitment to their workforce’s well-being, while empowering teams to foster a supportive and inclusive environment.

Mental Health: Start the Conversation This Time to Talk Day

This Time to Talk Day, take a moment to consider how your workplace approaches mental health. Are you doing enough to break down the stigma? Are your employees equipped to support one another? Small steps, like initiating a conversation or arranging training, can have a big impact.

At RealSense, we’re passionate about helping organisations create mentally healthy workplaces. Our Mental Health Awareness Training course is designed to provide practical tools and strategies that make a real difference. It’s full of information, hints, tips and specialist advice, and benefits organisations and individuals who want to increase their awareness of how to support and care for mental health.

Mental Health Support Information

Further Mental Health and Wellbeing Contacts

If you, or anyone you know, needs help and support with their mental health and wellbeing, you can get help and advice by contacting any of the organisations below.

Call Mind’s Infoline for information and support in England and Wales on 0300 123 3393 or email info@mind.org.uk

Contact SAMH (Scottish Action for Mental Health) for information and support in Scotland on 0344 800 0550. Email: info@samh.org.uk

Call Inspire for information and support in Northern Ireland on 0289 032 8474.

Call Samaritans for support anywhere 24/7 on 116 123 or email: jo@samaritans.org

Text SHOUT for support anywhere on 85258.

LGBTQIA+ Awareness Training: Strengthening Your Workforce

LGBTQIA+ Awareness Training: Strengthening Your Workforce

by | Feb 3, 2025 | Corporate Governance

LGBTQIA+ Awareness Training is increasingly becoming an essential ingredient in creating an inclusive workplace environment. February marks LGBTQIA+ History Month, a significant event dedicated to celebrating the history and achievements of lesbian, gay, bisexual, trans, non-binary, and queer individuals. It also highlights the ongoing fight for LGBTQIA+ rights and the associated civil rights movements. The month-long observance aims to raise awareness, combat prejudice, and support the contributions of the LGBTQIA+ community.

Supporting LGBTQIA+ Awareness events is an important first step, but employers must go beyond these celebrations. Incorporating LGBTQIA+ inclusivity into their long-term diversity and inclusion strategies is essential for creating a truly supportive workplace that champions LGBTQIA+ rights year-round.

 

LGBTQIA+ Workplace statistics – Inequality for Workers

LGBTQIA+ is an inclusive umbrella term that is often used to refer to the community as a whole. The UK census showed that over 1.5 million people identify as LGBTQIA+ in England and Wales and a 2023 survey by global leader in market research Ipsos of over 22,000 people across 30 countries indicated that the LGBTQIA+ population now averages 9%.

Whilst some progress towards an inclusive society is being made, a significant number of LGBTQIA+ people still face discrimination, exclusion and barriers at work. The Rainbow Britain report by Stonewall has found that:

  • More than 1 in 3 LGBTQIA+ workers have hidden or disguised their sexuality for fear of discrimination.
  • 40% of trans people have experienced a hate crime or incident because of their gender identity
  • Two thirds of LGBTQIA+ people had experienced violence or abuse
  • Nearly 1 in 5 LGBTQ+ people said they were discriminated against because of their sexual orientation and/or gender identity while trying to get a job

 

The Equality Act (2010) legally protects people from discrimination in the workplace and in wider society. This means that everyone, of any sexual orientation is protected from discrimination. Despite this, 1 in 8 lesbian, gay and bisexual people, and 1 in 5 transgender people say they wouldn’t feel comfortable reporting homophobic, biphobic or transphobic bullying to their employer.

 

As an employer, what can you do to support LGBTQIA+ and promote inclusivity and diversity in the workplace?

 

LGBTQIA+ Awareness Training

The first step you can take towards promoting inclusivity in the workplace is to recognise where your organisation is currently and where you want to be. Many employers understand the law and legislation around LGBTQIA+ rights and recognise that The Equality Act (2010) states that “nobody can be discriminated against because of their sexual orientation”. And while the act is a starting point in highlighting unlawful behaviour, it stops short of breaking down all the barriers to equality in the workplace.

Knowing and understanding the law is not enough, employers need to:

  • invest in their people
  • engage with allyship programmes
  • create support programmes
  • use strong inclusive language in communications
  • create LGBTQIA+ networks
  • ensure benefits are LGBTQIA+ inclusive
  • establish senior/board support
  • celebrate your successes
  • train your staff

The Benefits of an LGBTQIA+ Inclusive Workplace Environment

Creating an LGBTQIA+ inclusive workplace is key to ensuring that all employees feel valued, comfortable, and empowered to thrive in their roles. By fostering an environment where stigma is reduced and everyone is supported, businesses can unlock a range of benefits. Research consistently highlights the positive impact of inclusivity, which includes:

  • Increased productivity and job satisfaction among employees
  • Enhanced creativity and innovation within teams
  • Higher employee engagement and loyalty
  • Reduced employee turnover and retention of top talent
  • A stronger company reputation that attracts diverse talent
  • Greater cultural insights and a deeper understanding of diverse perspectives
  • Increased profitability through improved team performance
  • The opportunity to enhance customer service and attract new clients from diverse audiences.

Fostering an LGBTQIA+ inclusive environment not only supports the wellbeing of your team but also drives the overall success of your organisation.

 

LGBTQIA+ Awareness Training – Online Courses

Organisations that offer LGBTQIA+ Awareness Training in the workplace alongside other Equality, Diversity and Inclusion courses immediately demonstrate their commitment to building an open and accepting workplace. Supporting and promoting allyship helps all your employees feel supported and included.

Becoming an ally is an ongoing process that requires continuous learning, active listening, and a commitment to support the LGBTQIA+ community. But remember, even small actions can make a significant different in creating a more inclusive and accepting world for all individuals

Realsense blog - LGBTQIA+ Awareness Training online course screenshot

Making sure that all your staff have access to the relevant information needed to create a fully inclusive workplace helps you create an environment that is free from prejudice. It’s important to remember, that while culture change and demonstrating inclusivity needs to start at the top of the organisation, all employees need to be involved and informed, so awareness training is for everyone.

Our industry leading courses give you an understanding of some of the issues facing the LGBTQIA+ community in the UK today and explain how to support diversity to create a positive and inclusive environment.

Our catalogue includes courses such as intersex awareness, lesbian and gay awareness, trans and non-binary awareness, bi+ awareness, and asexual and aromantic awareness. These courses explain the lived experiences of individuals in these communities, support advocacy, explain the history of different sexualities and promote and support allyship.

Additionally, our original LGBTQIA+ Awareness Training explores key LGBTQIA+ terminology, LGBTQIA+ history, rights, and law and focuses on the experiences of the LGBTQIA+ community, particularly at work.

Through all the courses, you’ll learn about sexual orientation and gender identity, and the impact of discrimination and prejudice at work. All our training helps support and promote workplace inclusion and explains how to play your part in becoming an ally to the LGBTQIA+ people around you.

Learning about the challenges faces by the LGBTQIA+ community increases empathy and understanding and can help eradicate discrimination. Raising awareness of what it means to show support and become an ally is a really important step towards inclusivity.

An LGBTQIA+ ally is someone who supports and advocates for the rights, equality and wellbeing of individuals within the LGBTQIA+ community. They may not personally identify as LGBTQIA+ but stand in solidarity with the community, actively working to promote inclusivity, acceptance and understanding. Awareness training helps you to learn about allyship, amongst many other things.

If you’d like to know more about changing workplace culture, promoting inclusivity and implementing any of our LGBTQIA+ Awareness online training then please get in touch. We’re contactable via our website or in person on 01332 208500 and are always happy to share our own experiences of an evolving workplace culture.

Perhaps you need support with implementing your existing policies and procedures into a training or induction course, or want help updating your existing training – a number of the companies we work with have also implemented bespoke training packages and we’re more than happy to talk to you about these too.