Oliver Bonas: Sexual Harassment Awareness Workshop
D&I Charter Pledge 5: We commit to create a respectful, inclusive work environment within which every employee has the opportunity to make a meaningful contribution to the company’s vision and values.
D&I Charter Pledge 6: We believe supporting equity in the workplace is the responsibility of all line managers.
Author: Chris Shearer-Wright, Senior EDI & Community Partnerships Manager at Oliver Bonas.
Building Awareness and Accountability: Strengthening our Culture of Respect
At Oliver Bonas, we’ve taken significant steps over the past year to strengthen our approach to preventing sexual harassment in the workplace and to ensure that our people, particularly our line managers, are empowered, informed and supported in maintaining a safe and respectful environment.
These actions align with our commitment to creating a culture of trust and transparency, and potential changes in legislation to further protect our teams.
Empowering line managers through awareness and training
Our Sexual Harassment Awareness workshop has been central to this work. Rolled out across the business, this 90-minute face-to-face session gives line managers tools to recognise, prevent and address harassment whether internal or involving third parties such as customers, suppliers or contractors.
The objectives of the workshop are:
- To have a firm understanding of the changes in legislation and why it matters.
- To understand our responsibility as a business and as a manager when someone reports an incident of sexual harassment.
- To ensure we are promoting a culture of respect where people feel comfortable reporting any concerns should they need to.
Although the changes in legislation have been the catalyst, the workshop is also underpinned by the findings of the BRC Crime Survey 2025, where it is reported that violence and abuse rose over 50% in the past year and 340% since 2020: not only do we have a legal obligation to safeguard our teams; we have a moral duty to ensure that we are doing all that we can to mitigate the risk of abuse and harassment of our teams.
The workshop goes beyond compliance. It focuses on real life scenarios, the subtleties of unwanted conduct and the importance of understanding impact versus intention. Managers are encouraged to lead by example and to foster conversations that build trust within their teams. This isn’t about waiting for something to go wrong; it’s about creating the conditions in which everyone feels able to speak up before issues escalate.
The session is now a compulsory part of onboarding for all new line managers, both those who join externally and those promoted internally into management roles. This ensures that every manager understands their responsibility and is equipped to actively contribute to a healthy and inclusive team culture.
Policy, Process and Communication:
We’ve reviewed and updated our Sexual Harassment Policy in line with recent legislative changes and best practice guidance. Every team member has read and signed to confirm their understanding, and the policy is now an essential component of our new starter induction.
Alongside this, we’ve clarified our reporting lines and processes to make it clear where team members can go for support and information on how incidents are handled. Signage in store windows and back-of-house posters reinforce these messages visually, so that our commitment to respect and safety is visible to both team and customers.
We’re also reinforcing our ‘Speak Up’ policy, which provides a confidential way for people to raise concerns. Whether an individual needs advice or wants to sense check what the formal reporting process looks like; there’s a channel for them to be heard.
Assessing and Mitigating Third Party Risks
To reflect the new legal duty from October 2026 requiring employers to take all reasonable steps to prevent harassment including that from third parties we’ve carried out a Third‑Party Sexual Harassment Risk Assessment across key areas of the business.
This assessment has helped us identify where our people may be more exposed to risk, such as in customer facing roles, at offsite events, or working with contractors, and categorises these risks according to likelihood and severity. We have then worked collaboratively to decide what actions or practical measures are needed to reduce those risks.
Looking Ahead
Prevention is an ongoing process. Later this year, we’ll roll out a selection of resources for all team members. These short modules will build on what’s been covered in our manager workshops and policy updates, ensuring that everyone, regardless of role, understands their collective responsibility in preventing harassment and will be included in all new starter inductions
Completion will be a compliance requirement, and resources will be refreshed annually to reflect any changes in legislation, guidance or internal learnings.
We’ll also continue to gather feedback from line managers and team members on how confident they feel having conversations around respect and behaviour, and whether there are further tools or resources they need. Building a culture of safety and inclusion takes more than a policy or a workshop; it takes continual dialogue, learning, and leadership.
Our Commitment
Every action we’ve taken - from formal training to risk assessments and communication campaigns - reflects our simple belief that preventing sexual harassment is everyone’s responsibility. By educating and empowering our managers, reinforcing clear expectations, and ensuring that every team member knows how to report concerns, our aim is to build a stronger, safer culture for all.
What matters now is maintaining momentum. As new legal duties come into force and best practices evolve, we remain committed to doing not just what’s required, but what’s right for our people.
Alignment with the BRC D&I Charter Pledges
The BRC Diversity & Inclusion Charter emphasizes creating inclusive workplaces, supporting underrepresented groups, and fostering a culture of equality. Superdrug and Savers' Pregnancy Loss Bereavement Policy aligns with pledges 5 & 6 of the BRC Diversity and Inclusion Charter.
"5. We commit to create a respectful, inclusive work environment within which every employee has the opportunity to make a meaningful contribution to the company’s vision and values."
"6. We believe supporting equity in the workplace is the responsibility of all line managers."
To find out more about the D&I Charter or if you are a signatory and wish to have your policies featured on the website, please contact Cara (cara.shepherd@brc.org.uk).
