Principle 1: we will actively work to eradicate sexual harassment and abuse in the workplace

Principle 2: we will promote a culture that fosters openness and transparency and does not tolerate unwanted, harmful and/or inappropriate sexual behaviours

Actions:

• have clear plans to focus the organisation on prevention and culture change
• set clear standards of behaviour in policies and enforce them
• core training for all staff and specialist training for those who need it
• communications campaign shared with all staff
• executive/board reporting, including on relevant data and learning
• embed tackling sexual misconduct and protecting the sexual safety of our workforce into all relevant business as usual areas – for example, training, contracts, induction and equality, diversity and inclusion (EDI) improvement plans
• clear signposting to policies and support services, which are easily accessible to all staff
• visible, senior leadership
• appoint domestic abuse and sexual violence lead

Outcome

• sexual misconduct, its prevalence, impact and how to eradicate it is discussed openly and appropriately within the organisation
• the executive board has agreed a suitable governance process to understand prevalence rates, staff experience and the outcomes of cases in their organisation
• data about prevalence, actions taken and learning from cases is shared across the organisation
• reduction in cases (recognising likely to be an initial increase due to increased confidence in reporting)
• reduction in staff saying in annual staff survey they have experienced sexual misconduct in the workplace
• increased confidence in the organisation at tackling sexual misconduct and improving safety for all staff

Principle 3: we will take an intersectional approach to the sexual safety of our workforce, recognising certain groups will experience sexual harassment and abuse at a disproportionate rate. For example, women, black, ethnic minority, disabled and LGBTQ+ groups

Actions

• complete equality impact assessment of sexual safety and misconduct work (including policies)
• engage through staff networks, EDI officials and experts by experience to ensure all cohorts of our staff are represented appropriately and robustly as part of this work
• use data from NHS staff surveys, cut by EDI metrics, to understand staff experience and inform iterative development of key products
• tailor responses to ensure they are appropriate for groups that experience sexual misconduct at a disproportionate rate

Outcome

• a clear understanding of the prevalence of sexual misconduct within different workforce groups
• support is tailored, appropriate and effective in tackling intersectional experience of sexual misconduct

Principle 4: we will provide appropriate support for those in our workforce who experience unwanted, inappropriate and/or harmful sexual behaviours

Actions

• information and resources are available on the intranet and staff are signposted to them regularly
• staff support structures, like the Employee Assistance Programme, have guidance on sexual misconduct processes and pathways to specialist support
• the support offer is monitored to inform continuous improvement and ensure appropriateness
• relevant policies are evidence based and informed by data and subject matter expertise

Outcome

• staff have knowledge of and access to a range of support tools and mechanisms that are iteratively reviewed and based on a growing evidence base
• specific and specialist support for those who experience sexual misconduct is embedded into organisational staff support structures

Principle 5: we will clearly communicate standards of behaviour. This includes expected action for those who witness inappropriate, unwanted and/or harmful sexual behaviour

Actions

• sexual misconduct policy is clear on standards of behaviour, the role of those who witness inappropriate behaviour, and any interactions with other relevant policies
• roll out communications campaign to all staff
• sexual safety and misconduct are comprehensively addressed in induction and all staff training

Outcome

• staff are clear about the standards of behaviour required in the organisation
• the organisation adheres to policies and applies them consistently
• staff feel empowered to take action should they witness or experience unwanted and/or harmful sexual behaviour 

Principle 6: we will ensure appropriate, specific, clear policies are in place. They will include appropriate and timely action against alleged perpetrators

Actions

• publish a policy on sexual misconduct
• sexual misconduct policy is supported by flowchart and easy-read version and is easily accessible to all staff
• policies set out roles and responsibilities of people in the organisation, for example, HR and people professionals, safeguarding teams, freedom to speak up guardians, mental health first aiders, leadership, line managers
• policies are clear about action that needs to be taken against perpetrators, by whom, when and how

Outcome

• action is always taken against perpetrators, and in line with policies
• clear, evidence-based and trauma-informed processes are documented in policies
• all staff are clear on roles and responsibilities
• HR and people professionals are clear on the necessary steps required to take timely action against alleged perpetrators and this is part of their induction and ongoing training

Principle 7: we will ensure appropriate, specific, clear training is in place

Actions

• training is available for all staff to recognise and report sexual misconduct and to understand how to support colleagues (victims and witnesses)
• specialist training is available for those who need it to ensure effective support, reporting and investigations
• training is developed for managers to support culture change

Outcome

• training on sexual misconduct and sexual safety is accessible to all staff
• specialist training is accessible to those who need it
• staff knowledge and awareness of issues relating to sexual misconduct increases

Principle 8: we will ensure appropriate reporting mechanisms are in place

Actions

• policy outlines sexual misconduct reporting mechanisms, including anonymous reporting
• reporting mechanisms are widely communicated to ensure awareness
• Freedom to Speak Up infrastructure and training for guardians updated to include sexual misconduct 

Outcome

• staff can report an instance of domestic abuse and sexual violence through multiple routes, including anonymously
• staff have confidence their disclosure will be treated confidentially (and understand where it might need to be shared for safeguarding reasons) and escalated appropriately 

Principle 9: we will take all reports of sexual misconduct seriously, and appropriate and timely action will be taken in all cases

Actions

• clear actions and action-owners set out in the sexual misconduct policy
• timeframes for action set out in sexual misconduct policy
• ensure access to external investigators
• ensure access to external subject matter experts
• executive/board reporting, including on relevant data and learning

Outcome

• all reports of sexual misconduct are actioned following organisational policies
• staff have increased confidence to report concerns

Principle 10: we will transparently capture and  share data on the prevalence of sexual misconduct and staff experience of sexual misconduct 

Actions

• staff survey results are published and shared, with actions taken/to be taken to address issues and risks raised in the results
• executive/board reporting on cases, including relevant data and learning

Outcome

• executive board understands prevalence rates, staff experience and the outcomes of cases in their organisation, including impacts and any differences between different groups of staff and required actions
• staff have access to data on sexual misconduct prevalence in their organisation