Sexual harassment in the workplace: how to implement a zero tolerance policy

Sexual harassment at work remains a major issue in France. Approximately 41% of women aged 18 to 74 who have worked have already been victims of sexual harassment as part of their work, a figure higher than the European average (30.8%) (source: Eurostat). But the phenomenon is not limited to extreme situations: nearly one in two active people has already been exposed to sexist or sexual behaviors, such as jokes or remarks about body or gender.

These behaviors, which are often trivialized, have real consequences on the well-being and commitment of employees. For businesses, nFailure to act weakens the social climate, team cohesion and productivity. Establishing a clear and proactive zero tolerance policy then becomes a powerful lever for protecting employees and creating a safe, respectful and inclusive work environment.

Understanding what sexual harassment is, identifying the warning signs and knowing the best practices to prevent it are all key steps for build an organization where everyone feels protected and valued.

Sexual harassment in the workplace: definition and challenges

Workplace sexual harassment is simply defined as sexual or sexist conduct that violates dignity or creates an intimidating, hostile, or offensive work environment. It can take many forms: remarks, jokes, suggestions, unwanted actions, or behaviors. The important thing is to understand that these behaviors are never trivial and can have lasting consequences for the people who are victims of them.

Precise legal definition: Sexual harassment is defined by theitem 222-33 of the Criminal Code such as repeatedly imposing sexual or sexist words or behaviors on a person who:

• undermine his dignity because of their degrading or humiliating nature;
• create an intimidating, hostile, or offensive situation against it.

This definition is also included in theitem L.1153-1 of the Labour Code, with important precision: it also includes the act of exerting serious pressure, even if not repeated, for the real or apparent purpose of obtaining an act of a sexual nature, whether it is sought for the benefit of the perpetrator or for the benefit of a third party.

It is essential to differentiate sexual harassment from other inappropriate behaviors. Some attitudes, such as blunders or occasional inappropriate comments, may be due to a lack of awareness. Harassment, on the other hand, is characterized by its repetition, its intention to dominate or its real destabilizing effect. The clear signal is that the person concerned does not feel free, safe or respected.

The impacts on employees are concrete and multiple. According toEkilibre Council 2023 Observatory, six out of ten employees say that these behaviors have a negative effect on their work: 23% have changed jobs, 20% feel tense when they arrive at the office, and 17% feel isolated. Sexual harassment weakens well-being, increases stress and can lead to a decrease in commitment and motivation, and even consequences on sanity.

For the company, the consequences are no less real. An environment where sexual harassment is not addressed degrades the social climate, weakens team cohesion and can have a direct impact on productivity. The company's image is also at stake, and legal risks exist if legal obligations to prevent and deal with complaints are not respected. According to the barometer #StOpE, 27% of employees consider that their company's actions in the face of sexist and sexual violence are insufficient, a clear indicator that prevention and communication are still too often overlooked.

Understanding these issues is the first step in taking effective action: it's not just about complying with the law, but about creating a respectful, safe and inclusive work environment, where each employee can fully develop.

“The psychological signs that can be most easily perceived by those around you (colleague and manager) are:
- Anxiety (stress): hypervigilance or avoidance, physical signs;
- Discouragement: loss of motivation and interest;
- Isolation.
Physical signs: weight gain or loss, complexion, sometimes neglect. By questioning the employee, we can quickly see that he may suffer from: sleep disorders, somatic disorders such as frequent headaches, muscle pain, digestive disorders...
The impacts of these situations on employees beyond the disorders mentioned can be:
- A loss of self-confidence;
- Relationship problems (in professional life but also in personal life);
- A feeling of guilt or shame;
-The onset of depressive disorders.”

Amandine Farhat, Occupational Psychologist at Qualisocial

Why a zero tolerance policy is essential

Implement a zero tolerance policy against sexual harassment is not only a question of legal compliance: it is a strategic lever for protecting employees, establishing a climate of trust and strengthening team cohesion. A clear framework makes it possible to prevent inappropriate behavior, to react quickly in case of problems and to show that the company really takes care of its employees. Beyond prevention, it is also a way of promoting corporate culture and attracting talent who is sensitive to the values of respect and inclusion.

1. Comply with legal obligations

Establishing a zero tolerance policy is not only a moral undertaking: it is a legal obligation. The Labor Code (articles L.1153-1 to L.1153-6) requires the employer to prevent sexual harassment and to protect its employees. Failure to comply with these obligations exposes the company to criminal and civil sanctions, but also to a loss of credibility and trust. A clear policy therefore makes it possible to secure the company while protecting its employees.

2. Clarifying the rules and protecting employees

A clear framework provides employees with a precise guide to what is acceptable and what is not., and reassures them about ways to report inappropriate behavior. According to study #StOpE, two thirds of women are still unaware of the existence of the or the harassment referent in their business, which illustrates the critical need for effective communication. By setting explicit and accessible rules, the company prevents the occurrence of risky behavior and allows a rapid reaction when necessary.

3. Maintaining cohesion and strengthening attractiveness

A zero tolerance policy doesn't just protect potential victims: it promotes a climate of trust and respect within the company. Employees feel more secure, which improves collaboration and team cohesion. In addition, companies that are perceived as responsible and committed to the prevention of harassment are more attractive for talent, especially for younger generations who place increasing importance on corporate culture and ethical values.

4. Prevent risks and limit organizational impact

Sexual harassment has measurable consequences on the functioning of the company: according to Ekilibre Conseil, six out of ten employees see a negative impact on their work, with consequences such as job changes (23%), isolation (17%) or daily stress (20%). A proactive policy reduces these risks, limits absenteeism and Turnover and contributes to maintaining productivity and motivation Teams

In your opinion, what makes a zero tolerance policy really effective? What behaviors or practices promote a safe and inclusive business climate?

“- Effective communication: dealing with the subject internally with multiple communications (oral and written) on the subject. Employees should KNOW that the subject is addressed by management;
- Effective treatment of situations with a clearly defined process, which is accessible and can be easily activated by employees;
- Responsiveness in the processing of reports and the involvement of management in follow-up;
- Freedom of speech: that thanks to these actions, employees dare to speak up and report on the situations they have experienced without fear that the subject will not be considered or without fear of possible reprisals.
In terms of best practices:
- Regular training on the subject for all types of population: HR, managers, elected officials, employees;
- The establishment of a regular social barometer to identify weak and strong signals in order to take them into account;
- Propose a benevolent climate, generating trust in order to free speech
Good behaviors:
- Valuing inclusive behaviors;
- Promote the culture of respect and listening.”

Amandine Farhat, Occupational Psychologist at Qualisocial

Steps to implement a zero tolerance policy for sexual harassment

Establishing a zero tolerance policy against sexual harassment is not only a formality: it is a concrete process that involves the entire organization. Each step makes it possible to prevent, detect and react effectively, while strengthening the trust and safety of employees.

1. Awareness-raising and training

Train managers and employees is essential for everyone to understand what sexual harassment is, its forms and consequences. Awareness makes it possible to detect risky situations and to act before they worsen. According to Ekilibre Conseil, almost half of the working population was exposed to sexist or sexual behavior in 2023, which shows the importance of regular training that is accessible to all.

2. Clear communication

An effective policy is based on a simple and clear message: no sexual or sexist behavior is tolerated. It is crucial to disseminate the rules and procedures to all employees in a visible and understandable way. Transparent communication also helps to remove taboos and encourage reporting.

3. Reporting procedures

It is essential to set up safe, accessible and, if possible, anonymous channels, so that employees can report any worrying situation without fear of reprisals. These procedures should be easy to understand and integrated into the daily operation of the business. The aim: to act quickly and to protect all parties involved.

4. Survey and follow-up

When a report is made, the company must have transparent and fair protocols in place to deal with each situation. Investigations must be conducted impartially and with respect for confidentiality. Rigorous monitoring ensures that the measures taken are effective and that problem behaviors are not repeated.

5. Sanctions and prevention

Finally, it is crucial toestablish a clear disciplinary framework, which provides for proportionate actions in the event of non-compliance. But punishment alone is not enough: repetition must also be prevented through training, coaching, and continuous vigilance over corporate culture. A well-implemented policy creates an environment where respect becomes the norm, and where each employee feels protected and valued.

Good practices for an effective sexual harassment policy

The effectiveness of a sexual harassment policy depends on how it is experienced on a daily basis by employees and managers.

Creating a safe and inclusive environment

An effective policy starts with a work environment where everyone feels respected and protected. It's about valuing diversity, promoting equality, and showing that inappropriate behavior is not tolerated, regardless of the hierarchy level. An inclusive climate also encourages team trust and commitment.

Encouraging public speaking and lifting taboos

Silence favors the persistence of inappropriate behavior. It is therefore crucial to encourage employees to express themselves and Normalize the discussion about sexual harassment This involves regular messages, awareness-raising workshops, and the promotion of easily accessible referents. The more employees know they can speak without fear, the sooner problem behaviors can be detected.

Regular monitoring and adjustment of the policy

A policy is not fixed: it is essential to monitor, evaluate and adjust it regularly. This may include internal investigations, of interviews with employees, or lAnalysis of reports to identify areas for improvement. Active monitoring ensures that the policy remains adapted to the needs of the company and its employees.

Involve HR, managers and employees

The effectiveness of a zero tolerance policy is based oninvolvement of all actors in the company. HR and managers must be trained and committed, while employees must be made aware and empowered. This co-construction promotes a shared corporate culture, where respect and vigilance become collective reflexes.

Sexual harassment in the workplace remains a worrying reality, with profound consequences for both victims and the organization. The numbers speak for themselves: In France, around 41% of women aged 18 to 74 who have worked have already been victims of sexual harassment at work, compared to an average of 30.8% at the European Union level.

To prevent these situations and establish a climate of trust, it is essential to implement a zero tolerance policy, structured around training adapted to all levels of the company.

Qualisocial training courses: tailor-made support

At Qualisocial, we offer targeted training to prevent sexual harassment at work. These courses are designed to raise awareness among employees, train harassment advisers and establish effective prevention practices. They include modules on the legal framework, risky behaviors, reporting procedures and actions to be taken in the event of a problem situation.

By choosing Qualisocial, benefit from personalized support, adapted to your culture and your specific challenges. More than 900 organizations already trust Qualisocial to strengthen their psychosocial risk prevention policy.

Taking the initiative means protecting your employees and valuing your company

Dealing with sexual harassment is not only a legal obligation, but a commitment to the well-being of your teams and the sustainable performance of your organization. By investing in quality training, you demonstrate your desire to create a respectful, inclusive and safe work environment for all.