The UK government is considering labelling extreme misogyny as a form of extremism. This shift aims to combat the growing impact of misogynistic attitudes in society. If this change is implemented, employers will need to treat misogynistic behaviour as more than just misconduct - it could be viewed as extremist behaviour.
If misogyny is classified as extremism, employers will face greater scrutiny from regulatory bodies like the Equality and Human Rights Commission (EHRC). Failure to address misogynistic behaviour could result in legal penalties and damage to a company’s reputation.
To avoid these risks, employers should review and update their anti-harassment policies. This includes mandatory training for all employees and strong reporting systems to tackle misogyny. Policies should be well-communicated, regularly updated, and integrated into the onboarding process for new hires.
Practical steps for employers
Audit and monitor
Employers should audit their current practices to identify gaps in preventing sexual harassment and misogyny. Regular staff surveys can help monitor these efforts. Make sure harassment policies are easy to access and frequently reviewed.
Communicate clearly and enforce strict policies
Management must clearly communicate a zero-tolerance stance on misogyny. A robust complaints process, with trained staff to handle reports, should be in place. Employers should also establish an anonymous hotline for reporting issues.
Ensure legal compliance
Keep detailed records of all actions taken to prevent harassment, including training and policy updates. Employment contracts should reference these policies clearly.
Prepare for new legal duties
The Worker Protection (Amendment of Equality Act 2010) Act 2023, effective October 2024, will require employers to take active steps to prevent sexual harassment. Non-compliance could lead to increased compensation claims. Employers should start preparing now by implementing recommended measures.
Consider overlapping discrimination
Misogyny often intersects with other forms of discrimination, like race or disability. Employers should take a comprehensive approach to address all forms of workplace discrimination in their policies.
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