Reading on? Great! You’re in and with us, wanting to do something to stand against sexual harassment.

You may possibly feel some resistance, questions like 'how can I do something; this doesn't impact me?' popping into your head. The answer to that is simple, 'you can' and 'it does'.

Having personally experienced both sexual harassment and assault within the industry, I’ve  witnessed the impact of that resistance directly.

A feeling that this subject is icky, awkward, not for polite, professional conversation, too personal, too difficult to define and categorise. A topic that's hard to share with others and for others to hear. An uncomfortable and almost shameful experience for both the sharer and the listener. How could you let it happen?

But there is no shame. I did not choose and did not ‘let’ any of the experiences happen to me and today I want you to join me to take action to ensure it doesn’t happen to others either.

Sexual harassment is about power and abuse of it. Of not having the systems and structures in place to mitigate it. Of tolerating behaviours that are inappropriate because someone may be seen as commercially valuable. Of not having the support and guidance for reporting. Of the onus being on the victim. These things can and must change. Women's bodies and mental health will no longer be collateral damage.

The murder of Sarah Everard in London prompted widespread discussion about violence against women, a tragic reminder that doing the ‘right thing’, being safety conscious and taking precautions, is not enough. We need a total shift in behaviour, attitudes and culture, including the creative industries.

According to the TUC, every day, people across the UK are sexually harassed at work. Current laws place the onus on individuals to report such incidents, but four out of five don't feel able to their employer. So, as their campaign hashtag suggests, #ThisIsNotWorking.

Lorraine Jennings, Director of Well-being Services and Culture Change at NABS, the support organisation for people working in advertising and media, believes "We have a collective duty to address sexual harassment and all forms of harassment, now more than ever as we prepare for the new way of working. Working remotely has created psychological safety for many who have experienced sexual harassment; we need to ensure this safety remains. It is not incumbent on the person who has been harassed to address this issue, it's all of our responsibilities. Speak up, intervene, do the timeTo training, refer people to NABS. We can all take action."

So, what can we do?

Plenty. Below are some of the many possible everyday actions that you can take and do right now. It demands each of us to take daily action to build much-needed momentum.

Importantly, first here are some resources that could be of use if this is part of your experience and journey. You are not alone.

If you've experienced or are currently experiencing sexual harassment, don't sit with it alone.

Getting support

You can speak to someone anonymously, out of your workplace, to share your experience, know your rights and get advice. Below are several specialists who are ready to listen and help.

NABS Advice Line

NABS is the superstar support organisation for the advertising and media industry. They have their own advice line, which can be called for a confidential chat. From personal experience, they provided great holistic support and were a godsend during some very dark times. They also offer coaching, financial aid and therapeutic interventions.

Find out how they can help on the NABS website

Rights of Women Helpline

This organisation was set up as a response to the #MeToo movement. It offers free advice on sexual harassment and provides a legal perspective too, if you're considering progressing down this route.

Find out more about sexual harassment at work

Citizen's Advice, Sexual Discrimination and Harassment at Work

Adviceline (England): 0800 144 8838

Advicelink (Wales): 0800 702 2020

#EverydayActions: Individuals  

1. Language is power: Start reframing ‘sexual harassment’

Jane Connors from the United Nations Victims Rights Office states that “Sexual Harassment in the workplace is not just an HR matter, but a general a safety at work issue, like not having the ladder in the right place.”

Ask about your company's safety policies, then about their sexual harassment and discrimination policies. Ask about previous cases or actions. Ask what happens if someone crosses the line. Shining a light on what’s hidden helps break the taboo. 

Remember, sexual harassment should not be a taboo topic, it is about safety at work. 

2. Ready to show up: Be an ally 

If 'to be prepared is half the victory', then find out more about what you could do if you saw or felt something in the workplace or across virtual channels was inappropriate.

Hollaback! are doing brilliant work around this. They're a global, people-powered movement to end harassment. Read up on their simple, yet wildly practical 5D step guide to taking action. There are virtual training sessions too and lots of FREE resources to dip into online.

3. Contracts: Be eagle-eyed and read the small print

Ensure that there's a clause relating to discrimination and measures in place that you feel comfortable with. Understand your clients' policies and values concerning DE&I and how they apply to freelancers and contractors. Are they, for example, a timeTo endorsing company? These steps help you understand if the company you’re working is one that takes a zero-tolerance approach to sexual harassment.

Watch out. There are many perks to being a freelancer or consultant, but it also means that you have limited employment rights if anything happens and your contract is consequently ended.

#EverydayActions: Businesses

If you're an agency or a client and don't know where to start, that's OK. There are several actions, resources and experts who can support you. Deeds not words, are you ready?

1. Do the work: Training & action guidance - #TimeTo 

This is the leading training initiative for businesses. By undertaking it and putting the learnings into practice, you send a clear message that your organisation stands against harassment in the workplace. Role-modelling is powerful. Sign up and email [email protected] 

However make sure you’re following through on committing to cultural change. In February 2021 Campaign reported that "Just seven of the 273 agencies that have signed up to the #timeTo cross-industry anti-sexual harassment initiative had actually completed its sexual harassment in the workplace workshop."

2. Culture, socials & returning to the office 

Returning: When planning for teams to come back into your office, could lenses of gender and safety be applied when mapping out who comes in when? Is your existing policy fit for purpose on night cabs home and do all your team know about it?

Social: Settings and alcohol can be a heady mix, providing a backdrop for sexual harassment. Ask yourself, are you hosting a mixture of fun and inclusive social experiences? Who's organising them, who's participating and are there varying voices contributing to the planning?

Culture: > 47% of the industry (timeTo 2020) either don’t know if their company has a stance on sexual harassment or feels they don’t. Boldly speak up about what's in place, educate and co-create.

3. NDAs

NDAs have long been part of retaining business secrets and brand knowledge. However, they shouldn’t be used to hide any personal misconduct. Ensure NDA wording relates exclusively to proprietary business matters and not to personal behavioural issues, they should not be used to cover up sexual harassment.

If relevant, are you protecting freelancers who work for your organisation? Is the balance there so that as a business, you benefit from short term resources but not exploit the position if there's a misconduct matter.

And finally, if you want to get a little more involved beyond the everyday and into data:

4. In tech we trust > Incorporating external systems  

From AI to facilitate sensitive HR conversations and reporting to analysing and flagging how and where harassment arises and sharing the data insight, have a look at some of the leading tech innovation from Spot, Metta-Space, Vault.

I don't know about you, but for me, there's a genuine feeling of possibility right now.

Sunshine, restrictions decreasing and a whirlwind 48 hour where the Government spoke out to take "whatever action necessary", including legislative options, to stop plans for a European Super League due to public outcry and activism.

Where collective voice trumps traditional power, showcasing how quickly change can be actioned, let’s bring some of that energy and commitment to stamp out sexual harassment and assault in our industry.

If together we’re unstoppable. Let’s make it count!

FIRST STEP? Take A stand for legal change now. Sign the petition:

Led by the TUC, and focussed on changing the onus from victim to report to that of the employer. Find out more and sign here: https://www.megaphone.org.uk/petitions/uk-gov-act-to-prevent-sexual-harassment-at-work

This article is part of Creativebrief's #EverydayActions series in partnership with Bloom to read more about the series click here.