In October 2024, new legislation came into effect, placing a stronger duty on employers to take reasonable steps to prevent sexual harassment in the workplace. This includes reducing the risk of harassment across both clinical and non-clinical sites. At PGPA, we take this responsibility seriously and are committed to fostering a safe, respectful, and inclusive working environment for all staff.
As part of this commitment, we introduced our Sexual Harassment Policy, which is available to all staff at any time via our internal HR platform. The policy provides clear guidance on the behaviours and comments that constitute sexual harassment, outlines staff responsibilities in preventing it, and explains the steps to take if an incident occurs.
To support understanding and compliance with the legislation, we launched a mandatory Sexual Harassment in the Workplace training module. This short 15-20 minute session is designed to help staff:
- Recognise the different forms of sexual harassment
- Understand their role in preventing it
- Know how to report concerns and access support
Completing this training is also part of our commitment as a White Ribbon Supporter Organisation, promoting respectful relationships and standing against all forms of gender-based violence.
PGPA Manager Training: Building Skills to Address and Prevent Harassment
This month, the first of three PGPA manager training sessions took place, led by Chloe Wallace from OneSource HR. Chloe, Founder of OneSource HR, brings extensive experience in trauma-informed HR solutions, equality, diversity, and inclusion, with a particular focus on workplace sexual misconduct and gender equity. OneSource HR was recently recognised with the 2024 HR Award for Learning and Development Provision of the Year.
The manager training session focused on:
- Understanding relevant legislation
- Exploring psychological frameworks
- Identifying and addressing harmful workplace dynamics
- Managing incidents responsibly and proportionately
- Fostering psychological safety, including the boundaries and definitions of sexual harassment
The session was facilitator-led and included discussions, case studies, debates, and scenario exercises to encourage active engagement and practical learning. Ahead of the session, participants completed a pre-delivery survey, which gathered anonymous insights to tailor the training to the group’s needs and measure its impact.
Comment from the Head of HR
“Our new Sexual Harassment Policy and the accompanying training sessions reflect PGPA’s commitment to creating a safe and respectful workplace for everyone,” said Vicky Chadwick, PGPA’s Head of HR. “We want all our staff to understand what constitutes harassment, feel confident in preventing it, and know how to respond if it occurs. These sessions are an important step in embedding a culture of respect across the organisation.”
Looking Ahead
The remaining two manager sessions will be ensuring that all PGPA managers are equipped with the knowledge and tools to prevent and address sexual harassment effectively. These sessions reinforce our organisation’s commitment to creating a workplace where all staff feel safe, respected, and supported.
By embedding this training across the organisation, PGPA is taking concrete steps to meet legal requirements, protect staff, and promote a culture of respect and inclusion at every level.
