The PIMFA HR Briefing 2024- Session 2

This new duty creates a new risk area for employers, and adds to the onus on employers to take proactive steps to prevent sexual harassment occurring.  There will be a corresponding new compensation uplift of up to 25%, for breach of the new duty although the implications of being found not to have complied with it are more likely to be material from a reputational standpoint.

The new duty comes hot on the heels of the Treasury Select Committee’s Sexism in the City inquiry and the PRA and FCA’s recent consultations on measures to improve diversity and inclusion and to revamp how firms should manage allegations of non-financial misconduct, which of course includes sexual misconduct and harassment.

This FREE 60-minute session will cover all these latest developments and focus on what HR and legal teams in members firms should be doing to prepare now.

This lively and interactive session will consider:  

• Why employers need to continue to take sexual harassment seriously
• The FCA’s approach to non-financial misconduct
• Anonymity protections which may apply to the complainant automatically where a criminal offence may have been committed
• The proposed new duty, how it will apply and the consequences of breach
• Proactive steps employers should start to take to prepare for the new duty

By attending this session, you will be able to:

• Understand the legal, reputational and business risks associated with sexual harassment complaints
• Learn about the FCA’s approach to non-financial misconduct and workplace culture
• Appreciate why firms in the financial services industry must continue to take steps to address and improve workplace culture
• Understand what taking proactive steps to prevent sexual harassment means in practice
• Have a route map to take you through all of these changes

Who should attend this session?

Senior HR, legal, DEI, Talent and L&D professionals within PIMFA member firms