Having a conversation with someone who has experienced sexual harassment

Should a colleague approach you to report that they have been sexually harassed in the workplace, it’s important that they are listened to and that disclosures of sexual harassment are taken seriously and handled sensitively. It may be difficult for a staff member to talk about the sexual harassment that they have experienced. They may not know how to report it, they may worry they won’t be believed, they may have concerns about it impacting on their own career, they may find it distressing to talk about and they may not know what support is available.

The support you provide should be based on the individual needs of the staff member involved, and these may be different for everyone and change over time. If the individual is comfortable, ask them what they would like to happen next and explore with them the support that they would value. You can also offer options for how you can progress, such as offering flexible working, changing shift patterns where appropriate, organising cover with certain patients or service users, agreeing they don’t have to participate in certain meetings with the perpetrator, or contacting your Employee Assistance Programme.

Some staff members may disclose experiencing sexual harassment to you without wanting to take further action, such as making a formal complaint to HR. If they don’t want you to take further action, it is important for you to respect their decision. You may the first person they have told, try to respond to them in a sensitive and non-judgemental way. They may come back to you, or someone else, for support in the future.

Since sexual harassment is underreported, it’s good practice to start a conversation if you suspect or recognise the signs that a colleague is experiencing sexual harassment. Try to find a quiet space to have the conversation, somewhere you will both feel comfortable. If you’re unsure how to start the conversation, it may be as simple as asking something like “Is everything ok at work?” or “I’ve noticed that you’ve not been yourself lately, is everything ok?”. You may find it easier to start the conversation by signalling that it’s a delicate subject you wish to raise such as saying “I want to offer you the chance to talk to me about something, but it can feel like a difficult thing to raise or talk about. I’m bringing it up because I care.” What words you use will vary and reflect the nature of the relationship you share with the person both in a professional and personal sense.

It may be a difficult conversation for you as well as them, you can follow the ‘CLEAR’ tips developed by our colleagues at Lifelines Scotland to help guide you through. These tips provide you with a practical guide for having supportive conversations and include the following core components:

C – Chose when to ask

L – Listen attentively

E – Explain and Reassure

A – Assist with appropriate support and help

R – Remember to look after yourself

During the conversation, try to allow time for discussion and make sure your colleague doesn’t feel rushed. It’s also important to consider the tone and language of the conversation, victim-survivors often experience feelings of shame that can be triggered by negative comments or questions. For further guidance, please refer to the Line managers’ guidance on sexual harassment developed by ‘Close the Gap’.

You can read more about supporting a colleague who has experienced sexual harassment in the NHS Scotland Workforce Sexual Harassment Guide. Additionally, NHS Education for Scotland have an e-Module on Preventing and Responding to Sexual Harassment on the Turas site.