Scroll down

Sexual safety at work

On 16 October 2023, UHB signed the ‘Sexual Safety in Healthcare – Organisational Charter’, developed by NHS England in collaboration with lived experience groups, professional bodies, employers, and healthcare partners. 

The charter states that everyone working, training, or learning in healthcare has the right to feel safe, respected, and supported.  

Creating a culture of safety is a shared responsibility, one we must uphold both individually and collectively. We are all expected to speak up, challenge, and report any unwanted, inappropriate, or harmful sexual behaviour in the workplace, and to stand by and support one another in doing so.  

To report sexual misconduct, you can use the online form.

Everyday interactions shape our workplace culture. That means your words, actions, and silence all matter. 

  • Did you comment on someone’s appearance in a way that made them uncomfortable? 
  • Did you laugh at a sexualised joke or ignore a lewd gesture? 
  • Did you stay silent when someone crossed a line? 

When sexual misconduct goes unchallenged or unreported, it sends a message that the behaviour is acceptable. It creates confusion about what counts as harassment and whether it’s “serious enough” to report. 

But it doesn’t start with sexual assault, it starts with unchecked comments, sexualised banter, and blurred boundaries. 

Here’s the detail

Sexual safety is about making sure everyone feels safe, respected and protected. It includes a wide range of behaviours of a sexual nature, some of which are clearly criminal, such as sexual assault, and others that, while not illegal, are still inappropriate, such as unwanted comments, jokes, or gestures. 

Not all unacceptable behaviours break the law, but they can still cause harm and are never acceptable at work. Depending on the situation, different processes may be involved, including safeguarding, HR policies & procedures, or referral to the police. 

We have committed to taking a zero-tolerance approach to sexual misconduct and violence. The safety of our staff and patients is paramount, and it is vital that everyone feels safe and supported at work. 

Each of us has a responsibility, to ourselves and to each other, to take action. 

You should familiarise yourself with the Trust Sexual Misconduct Policy which provides guidance and advice on:  

  • how to recognise and report sexual misconduct 
  • our approach to taking actions when sexual misconduct is reported 
  • the support available  
  • how to report anonymously via the online form (see above)

Definitions of sexual safety

Sexual harassment

Sexual harassment occurs when a person engages in unwanted conduct of a sexual nature that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.

Examples of sexual harassment can include:

  • sexual comments or jokes
  • displaying sexually graphic pictures, posters or photos
  • suggestive looks, staring or leering
  • intrusive questions about a person’s private or sex life, and discussing your own sex life

Sexual misconduct

Sexual misconduct describes a range of behaviours including sexual assault, sexual harassment, stalking, voyeurism and any other conduct of a sexual nature that is non-consensual or has the purpose or effect of threatening, intimidating, undermining, humiliating or coercing a person.

Sexual violence

Sexual violence encompasses acts that range from verbal harassment to forced penetration, and an array of types of coercion, from social pressure and intimidation to physical force.

Sexual assault

Sexual assault is any sexual act that a person did not consent to or is forced into against their will. It is a form of sexual violence and includes rape, or other sexual offences, such as groping, forced kissing, child sexual abuse, or the torture of a person in a sexual manner.

Behaviours that are deemed unacceptable 

The following is not an exhaustive list.

Verbal

  • Sexually explicit comments about body, clothing, or appearance
  • Sexual jokes, innuendos, or romantic advances after rejection
  • Intrusive questions about personal relationships or sex life
  • Use of sexually suggestive nicknames (e.g., “babe”, “sexy”)
  • Describing sexual fantasies or spreading sexual rumours
  • Quid pro quo threats (e.g., promotions in exchange for favours)

Non-verbal

  • Leering or scanning someone’s body
  • Sexual gestures or facial expressions
  • Whistling or catcalling
  • Indecent exposure or masturbation

Physical

  • Inappropriate touching or brushing against someone
  • Standing too close or following someone
  • Coercive or intimidating sexual behaviour

Visual

  • Displaying explicit posters or images
  • Sending or showing sexual content (texts, images, videos)
  • Sharing nude or explicit images of self or others

Virtual

  • Sending explicit messages via email, chat, or video
  • Sexual comments or behaviour in virtual meetings
  • Using work platforms or social media for harassment

Why it matters 

  • “Just joking” isn’t harmless: It can reinforce harmful stereotypes and create a degrading environment. 
  • Silence can be damaging: Not speaking up can make it harder for others to recognise misconduct or feel safe reporting it. 
  • Culture is collective: Everyone contributes to the tone of the workplace—positively or negatively. 

Working in a harmful environment can affect: 

  • mental health: anxiety, stress, depression 
  • physical wellbeing: fatigue, illness, trauma responses 
  • career and finances: missed opportunities, avoidance of certain roles or teams, leaving the organisation altogether 

What you can do 

  • Report inappropriate behaviour—even if it’s uncomfortable 
  • Support colleagues who speak up or seem affected 
  • Reflect on your own actions and be open to feedback 
  • Speak up early—don’t wait for things to escalate 

Further information

Back to top