Employers should take reports of sexual harassment seriously. Our new guidance explains how reps can work together to make sure the right systems are in place to protect members from third-party sexual harassment and support them to speak up
Our new guidance on third-party sexual harassment outlines what employers should be doing to protect staff. It gives RCN reps the tools to make sure the right systems are in place and explains how safety reps, stewards and learning reps can come together to support members who are experiencing this type of harassment at work.
“We know that members aren’t always supported to report these types of issues,” says retired forensic psychiatric nurse and former RCN rep Zeba Arif, who helped develop the guidance. “We want employers to put robust policies in place so this type of harassment can be dealt with professionally, sensitively and sensibly.
“Employers need to protect nursing staff and recognise the vulnerable or difficult positions they can sometimes find themselves in. The message from employers should be clear – there should be a zero-tolerance approach towards any form of sexual harassment.
“RCN reps can play an important role in helping to make sure this approach is embedded throughout their organisation.”
There should be a zero-tolerance approach towards any form of sexual harassment
Third-party sexual harassment refers specifically to sexual harassment carried out by someone who isn’t employed by your employer, but who you may come into contact with at work, such as patients and visitors.
It’s defined as behaviour which violates a person’s dignity and/or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Zeba says: “During my time as an RCN steward and safety rep, the thing that really frustrated me was the fact that it was so difficult to help members who were faced with inappropriate behaviour from patients or patients’ friends and family members.
“I often found that managers were reluctant to even engage in the conversation, especially if the issue related to something like innuendo or comments. Some would brush it off as an ‘occupational hazard’ and make light of the situation or even tell staff to ‘take it as a compliment’.
“I think part of this could be down to managers feeling a bit lost or not knowing how to tackle the issue. But it’s totally unacceptable not to take it seriously and with this guidance, all of the information employers need is there.”
It's totally unacceptable not to take it seriously and with this guidance, all of the information employers need is there
The guidance sets out key principles that employers should be following to protect staff. These include developing clear policies on third-party sexual harassment, raising awareness amongst managers, actively encouraging staff to report incidents, and providing practical and emotional support to staff who are exposed to sexual harassment. The guidance also outlines how each rep role can help to embed these principles within an organisation.
Alongside the guidance for reps, the RCN has also published separate guidance for members which explains their rights and gives clear advice on what they should do if they experience this type of harassment. It includes detailed information on what sexual harassment can look like and what it might feel like.
The resources, which have been developed in collaboration with members, follow an emotive debate at RCN Congress in 2019 led by Zeba. “It was very moving,” she says. “Member after member came up to the podium and spoke about their own experiences and how they felt they weren’t supported.
“Many had been discouraged from reporting serious incidents to the police – which should never be the case – and not only did they not get support, often they were made to feel as though the harassment was their own fault.”
Changing the culture
Zeba wants to change the culture in health and care settings so that members are empowered to report any inappropriate behaviour. She says: “These incidents can be genuinely distressing, and it can impact someone’s mental health and wellbeing. If members feel supported, then they will have the confidence and courage to speak up.
“If employers don’t have the right systems in place, RCN reps now have something to take to their employer. They can say: ‘We’ve come up with the right words, the action that’s needed and the framing – all you have to do is implement it.’ There’s no excuse.”
RCN National Officer Kim Sunley says: “Third-party sexual harassment should be treated like any other workplace health and safety issue. Employers should assess the risk of it occurring and take measures to reduce the risk. RCN safety reps can play a key role in ensuring employers take this preventative action.
Third-party sexual harassment should be treated like any other workplace health and safety issue
“If members do report sexual harassment and don’t get the right support, they may seek advice from an RCN steward. The guidance explains how stewards can work with safety reps and use health and safety legislation to make sure the employer tackles the risk and takes action to protect staff.
“Learning reps also have an important role to play, especially in ensuring nursing staff and managers are educated on these issues.”
Zeba adds: “In some cases, it just takes a conversation with the person in question to make them see what they’re doing is inappropriate. But there must be proper support and a procedure in place for that to happen. Unfortunately, it’s sometimes more serious and employers must have a supportive procedure for that too.
“Whatever the situation is, employers need to show staff that any behaviour that makes them feel uncomfortable or unsafe at work isn’t OK.”
More information
Do you want to improve the way your employer tackles third-party sexual harassment? RCN reps can download our guidance from the RCN Reps Hub. Visit the RCN Reps Hub.
You should always report cases of third-party sexual harassment to your employer. Keep a record of what’s happened and if you need support, speak to a local RCN rep or call RCN Direct for advice.
Your employer should support you in reporting any incident of sexual assault or threats of sexual violence to the police.
For more information, read our guidance for members.
