Welcome to another episode of Solve and Thrive

In today’s episode, Pam is joined once again by Chantal Cross, an expert in HR, mediation, and anti-harassment practices, to tackle a topic that remains crucial for organisations of all sizes: how managers can best support individuals who have experienced sexual harassment in the workplace.

About the Speakers

Pam is your host and founder of PM Business Support Services, dedicated to helping organisations build safer, more supportive environments.

Chantal Cross is the founder of Crosscheck Consultancy Limited, based near London, specialising in anti-harassment training and helping organisations meet their legal duties on sexual harassment prevention.

Episode Summary

This episode is a must-listen for managers, HR professionals, and anyone invested in fostering safe, inclusive workplaces. Pam and Chantal focus on the real-world, human side of responding to sexual harassment, moving beyond checklist processes to centre genuine empathy and effective support.

Chantal shares her top five practical tips for managers supporting employees who have experienced harassment:

1. Lead with Empathy, Not Just Process: Begin every conversation with understanding—recognise the courage it takes for someone to come forward, and provide a private, non-judgemental space for them to share.
2. Prioritise Safety—But Don’t Assume: Discuss with the individual what safety looks like for them. From remote work to changes in team dynamics or breaks, co-create support plans rather than imposing “typical” solutions, always mindful not to make assumptions about their needs.
3. Turn Policy into Promise: Go beyond handing over a policy document—genuine support means walking someone through processes, providing step-by-step explanations, setting timelines, and maintaining regular, meaningful check-ins to build trust and faith in the organisation’s commitment.
4. Offer Whole Person Support: Recognise the ripple effects harassment can have beyond the workplace. Adjust workloads, deadlines, or offer additional resources like buddies, Employee Assistance Programmes (EAPs), or trauma support. Make sure assistance fits the person, not just the incident.
5. Make Culture Change Visible: Addressing harassment isn’t just about resolving individual cases; it’s a driver for organisational change. Use every case as a springboard for reviewing processes, initiating staff engagement, measuring progress, and signaling commitment from senior management through open communication and practical action. Employ tools such as pulse surveys and employee feedback to ensure the employee voice is heard and acted upon.

Throughout, Pam and Chantal highlight the importance of not making assumptions, maintaining open dialogue, and using these challenging circumstances as opportunities to strengthen organisational culture and trust.

Whether you’re a manager seeking guidance, an HR professional refining your practice, or concerned with organisational wellbeing, this conversation offers compassionate, actionable insights for supporting staff and fostering real change.

Contact & Resources

Chantal Cross LinkedIn: Search for "Chantal Cross" (look for the bright pink flowers in her profile picture)

Crosscheck Consultancy Limited

Relevant Guidance/Organisations Equality and Human Rights Commission (EHRC): Technical Guidance on Sexual Harassment in the Workplace

ACAS Guidance on Sexual Harassment: acas.org.uk/sexual-harassment CIPD: Resources on Preventing and Managing Sexual Harassment

Employee Assistance Programmes (EAP): Check with your organisation’s HR or wellbeing services

PM Business Support Services https://www.pmbusinesssupportservices.co.uk/