Asked by: Neil Shastri-Hurst (Conservative - Solihull West and Shirley)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what progress the Health and Safety Executive has made in its review of the Approved Code of Practice and guidance in the Workplace (Health, Safety and Welfare) Regulations 1992 on provision of disposal facilities in workplace toilets; and whether the Executive plans to hold a public consultation on any changes.
Answered by Stephen Timms - Minister of State (Department for Work and Pensions)
The Health and Safety Executive (HSE) are reviewing the Approved Code of Practice (ACOP) and guidance of the Workplace (Health, Safety and Welfare) Regulations 1992 regarding provision of disposal facilities in workplace toilets.
This work is included within the government’s wider plans under Make Work Pay, and HSE will hold appropriate consultation in due course.
Asked by: Neil Shastri-Hurst (Conservative - Solihull West and Shirley)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps her Department is taking to (a) encourage victims of sexual harassment in the workplace to come forward and (b) ensure their protection during the reporting process.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
DWP internal guidance encourages those experiencing sexual harassment to come forward via their choice of several available routes:
Line Managers
DWP colleagues can speak to their own or a trusted alternative manager.
Ambassadors for Fair Treatment
DWP has over 500 Ambassadors for Fair Treatment (AFTs) who support colleagues to speak up about all forms of bullying, harassment and discrimination. AFTs are ACAS-trained volunteers who provide confidential listening and signposting to any colleague who believes they are facing, have witnessed, or have been accused of bullying, harassment (including sexual harassment) or discrimination. AFTs also deliver information sessions across the department to raise awareness of bullying, harassment and discrimination, and to signpost to further sources of support.
Speak Up Safely helpline
DWP operates a “Speak Up Safely” helpline, which colleagues can call, anonymously if they choose, and in confidence, for advice and signposting. From the 4th – 8th November 2024 DWP ran its annual Speak Up Safely week as part of the wider civil service Speak Up campaign. The week featured a range of events for colleagues across DWP focused on the important role of line managers in creating teams where colleagues feel safe to speak up on concerns and on demystifying the concern raising process in DWP to help colleagues understand the informal, formal and protected way colleagues can speak up on any concerns.
Whistleblowing helpline
Colleagues may raise concerns, including concerns relating to sexual harassment, by speaking to senior managers or through independent routes including the confidential Whistleblowers’ Hotline or via email to the Counter Fraud and Investigation team. Colleagues may choose to raise concerns anonymously.
To ensure protection during the reporting process, managers provide support including regular check-ins with colleagues reporting harassment, to ensure they are not experiencing any repercussions as a result of the report made, and that they feel adequately supported. There is a range of support available to colleagues including Mental Health First Aiders, counselling services, temporary or permanent relocations or change of role, and signposting to external support and advice bodies.
Confidentiality is guaranteed throughout the process.
As a public sector organisation, DWP have a duty to the Public Sector Equality Duty (PSED). In line with this we regularly carry out mandatory PSED training across DWP. The most recent training data shows that almost 99% of the target audience completed this learning.
DWP policies are currently being reviewed in line with the Worker Protection (Amendment of Equality Act 2010) Act.
Asked by: Neil Shastri-Hurst (Conservative - Solihull West and Shirley)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what training her Department provides to investigators handling sexual harassment cases to ensure investigations are (a) trauma-informed and (b) compliant with best practices.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
The Department for Work and Pensions (DWP) ensures that its investigators handling sexual harassment cases are accredited and equipped with the necessary skills to conduct trauma-informed investigations, compliant with best practice. All DWP investigators assigned to these sensitive cases have undergone specialised training and have successfully completed the Advanced Professional Certificate in Investigative Practice.
This certification ensures they are proficient in best practices for handling complex and sensitive investigations, including:
• Trauma-Informed Approaches: Understanding the impact of trauma on individuals, employing empathetic and non-judgmental communication, and avoiding re-traumatisation during interviews.
• Compliance with Legal and Procedural Standards: Adhering to relevant laws, such as the Equality Act 2010, and ensuring fair, impartial, and thorough investigations.
• Advanced Interview Techniques: Using open-ended, non-leading questions to gather accurate information while being sensitive to the needs of all parties involved.
• Impartial Analysis and Reporting: Maintaining objectivity throughout the investigation, analysing evidence comprehensively, and delivering well-structured and unbiased reports.
By requiring this certification, DWP demonstrates its commitment to fostering a respectful and supportive environment, ensuring that all investigations are handled with the highest standards of professionalism and care.
Asked by: Neil Shastri-Hurst (Conservative - Solihull West and Shirley)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what specific (a) care, (b) counselling and (c) support services are made available to staff who have been victims of sexual harassment within her Department.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
DWP offers the provision and delivery of a comprehensive Employee Assistance Programme delivered by People Asset Management (PAM). The provision is available 24 hours a day, 7 days a week and can be accessed either via telephone or email for in the moment support and referrals for counselling by trained personnel.
DWP also has:
Asked by: Neil Shastri-Hurst (Conservative - Solihull West and Shirley)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, how many incidents of sexual harassment have been formally reported in her Department in each of the last five years; and what steps her Department is taking to estimate the number of such cases that are unreported.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
All formal cases of harassment, bullying and discrimination are required to be flagged with the DWP’s expert HR Investigation Service. In the past year (Dec 23 - Nov 24) the HR Investigation Service has investigated 24 cases of alleged sexual harassment.
DWP is currently defending Employment Tribunal 34 cases, lodged within the past two years, with harassment as one of the heads of claim. The ET1 claim form specifies only “harassment” so the 34 cases include cases of harassment on grounds other than sexual harassment.
DWP has improved data collation and insight over the past year. Data for each of the past 5 years can only be provided at disproportionate cost as it would require collecting data from local managers across the Department.
DWP has not taken formal steps to estimate the number of cases of sexual harassment that are unreported. DWP attaches the highest priority to investigating allegations of alleged sexual harassment and will always listen sensitively to employees raising concerns about alleged harassment and ensure they are fully supported. There are a number of alternative routes for possible reporting of concerns and these are regularly publicised to all colleagues
Asked by: Neil Shastri-Hurst (Conservative - Solihull West and Shirley)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what the average length of time is in her Department to conclude investigations into reports of sexual harassment; and what steps her Department takes to ensure that this process is conducted (a) promptly and (b) thoroughly.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
To identify the time taken to investigate all cases specifically alleging sexual harassment would require gathering information from across DWP managers and would therefore incur disproportionate cost. For cases investigated by our expert HR Investigation Service, the average time taken to investigate a complaint and reach a decision is 14 weeks.
DWP attaches the highest priority to rigorously investigating allegations of alleged sexual harassment and will always listen sensitively to employees raising concerns about alleged harassment and ensure they are fully supported. All allegations of sexual harassment are required to be notified to the DWP HR Investigation Service, DWP’s in house expert investigation team. The team investigate the most serious and complex cases, with other cases being investigated either by one of a pool of independent trained investigators drawn from across the Department, or by local managers. If the HR Investigation Service team are not personally investigating, they provide support investigators. Senior managers in the work area are also required to monitor progress of investigations and to keep all concerned informed of progress. All investigations are completed in line with DWP policy and standard, with a suite of advisory videos, template reports and guidance for those conducting investigations.