We need a major cultural shift to tackle sexual harassment at work in the UK’s health sector

Recent research conducted by Unite the union found almost one in five of our women members in health – working in jobs such as paramedics, nurses and clinical support staff – have been the victim of work-related sexual assault. 

As well as the 18 per cent that had been sexually assaulted at work or at a work event such as a conference, 6 per cent had been a victim of sexual coercion – when a person pressures, tricks, threatens or manipulates someone into engaging in sexual activity without genuine consent – in their workplace.

The polling of our 65,000 women members in health – part of Unite’s Zero Tolerance to Sexual Harassment campaign – also found 46 per cent had experienced unwanted flirting, gesturing or sexual remarks and 47 per cent had been the recipient of sexually offensive jokes.

Alison Spencer-Scragg: "There needs to be a major cultural shift in NHS and other healthcare workplaces to end harassment."

Meanwhile a third (34 per cent) had been inappropriately touched and almost one in five (19 per cent) had been shared or shown pornographic images by a manager, colleague or third party, such as a patient.

Out of those who had been sexually harassed at work; on most occasions it was not a one-off instance; more than one in four (41 per cent) had it happen more than twice, while 40 per cent had experienced it more than once.

Sexual harassment is endemic in UK hospitals, hospices and clinics – and all this is happening despite the Worker Protection Act 2023 becoming law last October. This legislation means employers must take measures to prevent sexual harassment from happening in the workplace and at work events.

Worker Protection Act ‘not being implemented fully’

However, Unite’s research clearly proves this is not being implemented fully. Just one-third of women working in health felt their employer had done enough to promote a sexual harassment zero-tolerance culture within the workplace following this legislation.

Even more disturbingly, our research found 77 per cent of respondents did not report incidents of sexual harassment at health workplaces. Out of the small number who did, 79 per cent said the issue was not addressed or tackled by management, leaving perpetrators free to offend again and women workers punished either by having to work with assailants or even having their employment ended.

In recent weeks, Unite has pored over hundreds of comments from the almost 1,350 health workers who responded to the survey. They have made for very difficult reading, but it is important to share their experiences and lay bare the scale of the problem.

Unite research found 77 per cent of respondents did not report incidents of sexual harassment at health workplaces. Photograph: iStock

Many respondents to the survey working in health said they didn’t report harassment they had experienced or witnessed as they worried that they wouldn’t be believed or it would put their job at risk, while others felt it wasn’t taken seriously when they did raise it.

One woman said: “Our employer is slow to act when sexual assault has happened to myself and colleagues; they are unaware of policy and procedure when supporting their employees. This has been highlighted but they don’t seem to understand or appear to be ignorant of their responsibility and do not learn from incidents; the same things happen time and time again.”

Another said: “A manager’s husband has been permitted to remain at work following multiple reports of sexual harassment towards young members of staff.  Nothing has been done as the manager is his wife. Staff feel unsafe around this individual.”

Mistreated by management

Meanwhile, some women said they either had to carry on working with abusers after reporting incidents, were mistreated by management or were even sacked – how can this be right?

One respondent said: “Reporting sexual harassment is already extremely difficult to do, but then for your managers to discuss your private concerns with other staff members within the organisation via emails and gaslight you… breaching confidentiality is a big problem at work. It horrified me when I found out.”

Another respondent said: “I experienced sexual harassment from my line manager in 2020. I reported it to his manager, it got worse. I made a complaint and the Trust backed him. I had no choice but to leave the job I thought I’d do forever. It affected my mental health and physical health, the effects of which I am yet to recover from.”

Unite’s survey is a very sad reflection of what is happening to women in society and shows a need for urgent change. The union’s campaign calls for several greater protections to end the menace of workplace harassment, including within the NHS and other healthcare employers.

Standalone sexual harassment policy

Firstly, Unite is pushing for the introduction of a standalone sexual harassment policy, which includes examples of behaviour that constitute sexual harassment. Case studies – for example, comments such as those that I have shared in this article – can help amplify women’s voices, humanise the subject and explain what harassment is and the impact it can have on victims.

Unite also wants to see mandatory training on sexual harassment for all employees. HR teams could use Unite’s research in order to gain insights, such as by asking staff the questions asked in the survey such as ‘have you ever been the recipient of a sexually offensive joke at work?’

This is not only vital for prevention, but will help workers realise what they have experienced isn’t just ‘banter’. One of the things that struck me about the polling results was how many women didn’t realise what they had experienced was sexual harassment until they filled in our survey. The quicker it is recognised and dealt with, the quicker it will be stamped out.

Every workplace should have elected ‘equality’ reps (representatives), who are given time off to support women members and help them report harassment.

No woman should go to work and have to deal with sexual harassment. But when it does happen they should feel empowered to report it, knowing that the perpetrator will be appropriately punished for their actions and that they will no longer have to work with them.

Extend the tribunal claim deadline

Unite believes the deadline for being able to make a claim in an employment tribunal must be extended from three months after the incident occurred to six months as a minimum for lodging a claim. This will help embolden women to report harassment even if it was historic.

Finally, the Government must put in extra legal protections in the forthcoming Employment Rights Bill – for example, third party harassment and sexual harassment should be treated by the Health and Safety Executive as a workplace injury due to the impact it has on women. It is clear the Worker Protection Act does not go far enough.

There needs to be a major cultural shift in NHS and other healthcare workplaces to end harassment. But by following our campaign demands, it can be stamped out at health workplaces once and for all.

Alison Spencer-Scragg is the national women’s officer at Unite the union.
Click here for the survey results 

For more information on Unite’s Zero Tolerance to Sexual Harassment campaign see:
unitetheunion.org/campaigns/zero-tolerance-to-sexual-harassment-know-your-rights