The UK workplaces are under increasing pressure from legal and regulatory authorities to be kinder and more fair.
The Employment Rights Bill, which was unveiled by the new government and is now in effect, will bring about significant changes to the employer-employee relation. This has been announced, but more reforms are expected.
They will cover a wide range of issues, such as workers’ rights and procedural reforms.
These reforms are on top of ongoing or imminent changes that are not specific to the government. The Financial Conduct Authority (FCA) is increasing its scrutiny of non-financial misbehavior. Reforms are being implemented by the Prudential Regulation Authority. And employers have a new duty under the Equality Act to take reasonable measures to prevent sexual harassment.
It is evident that the focus is on workplace behaviour and culture.
What do we currently know?
Some of the most significant changes you need to know about include:
Duty of prevention against sexual harassment
The new law, which requires employers to take proactive steps in order to prevent sexual harassment of employees, will be enforced on 26th October 2024. It is the first significant legislative change to occur in this area for several years. This requires employers to adopt a new mindset.
Work with more freedom
The new government will give employees the right to request flexible work from the start of their employment. Flexible working will be the default option “where possible”. A ‘right of switch-off’ is being considered after hours, which will empower people to create boundaries between their work and personal life.
A more supportive and fair workplace for women
Large employers with over 250 employees could be required to create action plans that address the gender pay gap and provide support to employees during menopause.
It is essential to adopt a holistic approach
These changes are intended to bring about a cultural and behavioral change in UK workplaces. These changes are also indicative of further changes that may come in future years to continue to push work environments towards being kinder and more fair.
To achieve the desired cultural change and be fully prepared for the next, it is more than just ticking the boxes of your new legal requirements. To truly change culture and behaviour, it is necessary to take proactive, long-term and holistic actions.
It is important to understand the legal and theoretical aspects of any topic. There’s a huge difference between understanding and actually changing behaviors.
What does holistic action mean?
Examine two important issues: mental health and sexual harassment.
Take a look at this example:
A survey of 2,000 employers conducted in September revealed that only 5% were prepared for the Worker Protection Act, which requires employers to take measures against sexual harassment.
The only way to eradicate sexual harassment is by preventing it.
Some employers now turn to compliance-based education, believing that it ticks the regulatory boxes. It is unlikely that this will be enough to bring about the cultural changes needed by many organisations.
It is not enough to have mandatory training in order to eradicate sexual harassment. This must include the following areas and an evolving, proactive and continuous approach.
Leadership
Leaders need to be in alignment and demonstrate that they are accountable for the change. They can do this by setting standards and demonstrating them. Each senior manager must be able understand the importance of eradicating all forms of sexual misconduct for their organisation.
Knowledge
It is important to train everyone, but it cannot just be about telling people what’s illegal. All employees must know what they need to do in order to prevent sexual misconduct. This includes clear behaviour standards and expectations for responses, as well as a path to addressing the issue.
Manage risk
Consider sexual harassment for what it is: a workplace risk that can harm people. Apply risk management, just as you would with any other hazard. Analyse and identify risks. Eliminate them as much as possible and control where necessary. Report to the top. Keep it under constant review.
Reporting
You need to be notified when something happens through channels that are accessible and effective. By reforming your system, you can increase the number of complaints. Your investigators and responders should be trained to better understand trauma and the complications that can arise.
Data
Data should be monitored and evaluated continuously. Improve and communicate regularly with the business.
Response
You must act when incidents occur. Why would anyone bother to do it again? It is not enough to take action, but it also needs to be widely understood and seen that you have taken action, irrespective of your seniority, power or status. It is essential to build trust and prevent sexual harassment.
By re-evaluating your structures and systems in order to help your employees thrive, you will show them that you understand their needs and put them first.
Examples of holistic mental health action
Mental health is yet another area in which holistic and long-term action is essential to make a real difference.
The proposed changes for flexible working give employers a new opportunity to focus more on mental health.
How could they possibly do that?
Many people are concerned about the effectiveness and efficiency of training and initiatives aimed at improving wellbeing (such as resilience training, mindfulness seminars and Mental Health First Aid). It’s often questioned whether these initiatives are just token additions that don’t force employers to tackle the real issues and challenges faced by their employees.
For this feeling to be alleviated, it is important that wider structural and cultural transformations are done simultaneously. This includes working on soft skills for managers, creating a culture of psychological security, and identifying the sources of stress at your workplace and eliminating them.
By re-evaluating and enhancing structures and systems, you can show your employees that you understand their needs and prioritize them. The additional wellbeing initiatives and offers will enhance and strengthen this commitment.
Take advantage of the changing times
Here are two examples of how a holistic approach is needed to tackle problems and bring about real change.
Legal and regulatory pressure is increasing on workplaces to be kinder and more fair. Be proactive and take holistic actions to change your culture and behavior now.
