TV soap opera highlights men sexually harassed by women
A DORSET employment solicitor is predicting a rise in awareness of sexual harassment cases where men are the victim of unwanted attention from women.
Lesley Walford, of Ellis Jones Solicitors, says a story line in the BBC’s popular soap opera EastEnders has shone the light on a previously little publicised area of employment law.
The primetime programme has featured the character of property salesman Bradley Branning, played by Charlie Clements, being sexually harassed by his boss Maggie (Angeline Ball). According to Lesley, sexual harassment cases are normally perceived to be men conducting themselves inappropriately with women.
However so-called ‘reverse’ cases – such as the EastEnders plot – are just as serious and contrary to the 1995 Sex Discrimination Act.
Lesley said: “Sexual harassment of women is regarded as beyond the pale and, quite rightly, deemed to be unacceptable behaviour.
“However, men who are sexually harassed by women are seen in a different light and provoke comments from colleagues such as ‘I wouldn’t mind being in your shoes.’
“At the very least the EastEnders story line will raise awareness of this issue and demonstrate that both types of sexual harassment have no place in 21st century Britain.”
The essential characteristic of harassment is that the attention is unwelcome to the recipient. It is for the individual to decide what they find to be offensive and not an Employment Tribunal.
Examples of unacceptable conduct include:
- Personal insults of a sexual nature.
- Unwelcome sexual attention
- Lewd, suggestive or over-familiar behaviour
- Basing decisions affecting an employee’s career on willingness or refusal to offer sexual favours.
“Recent case law has both highlighted and extended employer liability for acts of sexual and racial harassment at work by employees and third parties” said Lesley.
“While many employers will already have a general equal opportunities policy, recent developments emphasise the need for employers to have in place specific sexual and racial harassment policies. It is also important that these are communicated to, and understood by, all employees”