Equally Safe at Work
Since 2018 the Council has been participating in the world leading employer accreditation programme Equally Safe at Work (ESAW). At its heart ESAW recognises the inextricable links between gender inequality (including workplace inequality) and violence against women. By taking steps to tackle gender inequality we can help end the consequential disparities in the workplace, as well as society.
Our involvement in ESAW has helped us an organisation be a more supportive and proactive employer. With over 77% of our workforce being female we have introduced many policies and initiatives that recognise the different needs of women in work, including our gender-based violence, sexual harassment, smarter working, menopause and hormonal change and breast-feeding friendly policies.
Much of the work to tackle gender inequality requires a long-term strategy, for instance to tackle occupational segregation, and our ESAW Working Group, chaired by Fiona Whittaker, Chief Officer People Resources, has an action plan in place that focuses on this long-term strategic approach.
You can get more information on ESAW and related resources and information here.
Sexual Harassment
The Council recognises that, both as an employer and service provider, we have a duty to ensure there is an open and honest working environment free from harassment where everyone is treated with dignity and respect.
A new sexual harassment policy is now in place to protect staff from experiencing sexual harassment. The council takes all reports very seriously and will investigate all reported incidents. The policy explains what sexual harassment is, provides examples, sets out a framework to deal with harassment and provide guidelines to report incidents and help victims recover.
Click here to view the Policy A-Z page on myNL.
Sexual harassment is unwanted behaviour of a sexual nature which can violate a person’s dignity or create an intimidating, degrading or offensive environment. Unwanted means it’s not welcome. And it’s not acceptable.
Employees who experience sexual harassment should consider whether they feel able to raise the problem with the person responsible. It should be explained that their behaviour is not welcome and makes the employee feel uncomfortable. However, if this is too difficult, employees should speak to their manager in the first instance who can provide advice and assistance in resolving the issue formally or informally. If the employee feels unable to speak to their manager because the complaint involves them, the employee should speak to the Employment and Policy Team
Additionally, if employees wish to remain anonymous, they can report it using this link to the form on the NLC website
There is also Sexual harassment training available on LearnNL for employees and managers. This will explain what sexual harassment is, how employees and managers should deal with this and the council’s policy regarding sexual harassment.
Click here for a downloadable list of available modules in LearnNL including direct links to each course.
Sexual Harassment reporting on council website
Click here to view NLC guidance on Sexual Harassment reporting.
Have you been affected by Violence against Women
Get Help and Support
Domestic Abuse and Forced Marriage – 24 hrs: 0800 027 1234
Rape Crisis Scotland – 6pm-midnight: 08088 01 0302
Scottish Women’s Rights Centre – Mon 2-5pm, Tues 6-8pm, Wed 11am-2pm, Fri 10am-1pm: 08088 010 789
Amina (BME women’s support) Mon-Fri 10am-4pm: 0808 801 0301
Hemat Gryff (BME women’s support) 24hrs: 0141 353 0859
LGBT Health and Wellbeing Helpline – Tues & Wed 12-9pm: 0300 123 252
Additional Resources
Close the Gap – https://www.closeyourpaygap.org.uk/
Videos
How HR Can Build Inclusive Workplaces Video
Supportive Line Managers = Supported Staff Video