No one should feel put off from a shift at work because of the sinking feeling so many of us have had, anticipating behaviour that makes your stomach clench.
Nearly 1 in 4 people who experience sexual harassment say it happens at work.
If that is not a sign that change is needed, I don’t know what is.
So from today the law is changing.
Employers are now required to make sure everyone is protected from sexual harassment at work – and critically, not just from other employees, but from customers and clients too.
This requirement – for employers to protect staff from ‘third party’ harassment – was removed by the previous government in 2013. That was wrong.
No one should have to put up with sexual harassment, to have their life made smaller, simply for doing their job.
Today’s changes mean employers not just taking action after sexual harassment has happened, but thinking about where, when and how it could happen, and putting in place steps to prevent it.
That could mean practical training for staff; clear and visible behaviour expectations; warnings for customers about misconduct; clear action in response to complaints; and a clear and safe process for employees to report sexual harassment if they need to.
Treating these requirements as a tick-box exercise cannot and will not cut it.
This change matters everywhere, but it is particularly important for some workers – where the public-facing nature of their job or pressure from their boss can be used as an excuse to let harassment slide.
Our country is home to some of the world’s best pubs, clubs and restaurants, staffed by an army of motivated bar staff, waiting staff, chefs and baristas.
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For thousands of youngsters a job behind a bar or waiting tables is their first step into the world of work, a chance to earn, build confidence and develop skills that last a lifetime.
And from special occasion dinners to a Monday morning coffee on the go – most of us interact with hospitality workers every day.
But sadly, there are too many stories of staff having to put up with behaviour that’s disrespectful.
A sexual comment, diligent service being interpreted as ‘flirting’ or an inappropriate hand placement.
Being told the customer is always right, even when the customer is behaving appallingly.
One employee feeling that harassment from customers is just part of the job is one too many.
From today, employers can no longer look the other way. They must actively work towards a culture where harassment is prevented, not just dealt with after the damage is done.
And that goes for online harassment too – whether via Teams chats, emails, group chats or phone calls – it doesn’t have to be physical to be inappropriate.
I know there are countless women across the country who go to work every day and enjoy strong relationships with colleagues and great interactions with the public – myself included. But that is not a reason to turn a blind eye for those who are not so lucky.
For too many women, misogyny is simply part of their day-to-day lives.
It’s why, in addition to the changes to the law we’re setting out today, the Chancellor also agreed to invest £15m in our new Misogyny Prevention Fund, which will provide grants to organisations working on the ground to change attitudes and support women and girls.
The funding is a starting point. The government will now work with corporate partners and philanthropists to build it further, and push the size and impact of this investment as far and wide as we can.
Turning the tide on misogyny is everyone’s responsibility. Government, business, the public sector and the public themselves.
Change won’t happen overnight but inaction is not an option.
Do you have a story you’d like to share? Get in touch by emailing Ross.Mccafferty@metro.co.uk.
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