Misogyny in the Workplace: How the UK’s New Extremism Policy Impacts Employers

Employers will have to place more focus on gender equality as Labour intends to propose including extreme misogyny as a form of extremism. Consequently, misogyny in the workplace could come under the microscope, with employers being required to treat it with added seriousness. Below, we explore the government’s potential policy shift, how it could affect employers, and what this might mean for employees.

If you have any questions or believe your rights have been violated, get in touch with Redmans Solicitors now. As experts in employment law, we can provide specialist advice and help you navigate the legal process if you’re eligible.

To begin:

Misogyny to be Seen as Extremism in Landmark Policy Shift

The UK government looks to significantly shift its approach to extremism by potentially including extreme misogyny within its scope. This follows Labour’s assertion that a review of the Counter Extremism Strategy was required because it hadn’t been updated since 2015. Home Secretary Yvette Cooper will spearhead the policy change, with the review expected to be complete by October.

The impetus for the policy move includes the rising prevalence of extremist views that are contributing to societal harm. Islamist extremism will form part of the review, as will far-right ideology, with the latter being linked to the recent UK riots.

However, a rise in misogyny, defined as the hatred of women, has been recognised as a growing threat, too. Therefore, in a move welcomed by the domestic abuse charity Refuge, misogyny will be considered in the extremism strategy for the first time. The rise of the ‘incel movement‘ and the influence of figures like Andrew Tate have been cited as contributing factors.

Talking about misogyny extremism, Ikram Dahman, the Interim Director of Fundraising, Policy & Communications at Refuge, stated that misogyny and the devastating impacts it has on women must be taken seriously. Furthermore, she explained how the charity had been pushing for this change for quite some time.

Overall, the government intends to map out and monitor these extremist trends. They plan on identifying gaps in existing policies and developing strategies to prevent the spread of harmful ideologies.

Key Considerations for Employers

Although the policy shift doesn’t specifically focus on misogyny in the workplace, labelling it as extremism could significantly impact employers. No longer would it be seen simply as misconduct but potentially as an extremist attitude. With this, employers would be required to tackle such incidents with heightened seriousness.

Taking its definition into account, misogyny in the workplace could present itself in numerous ways. It could be evident in gender-biased corporate decisions or, unfortunately, due to incidents of sexual harassment or assault.

With the Worker Protection (Amendment of Equality Act 2010) Act 2023 (WPA) soon coming into effect, employers will shortly face more significant obligations to protect their staff from sexual harassment. Since sexual harassment overlaps with misogyny, the new extremism policy appears even more relevant.

As a result, the key implications that employers must consider, include:

  • Enhanced Scrutiny – If it’s treated as an extremist view, misogyny in the workplace could come under greater scrutiny. Consequently, bodies like the Equality and Human Rights Commission (EHRC) could introduce more rigorous investigations, potentially issuing substantial penalties for non-compliance.
  • Legal Risks – Should a company fail to address misogynistic behaviour or adhere to its legal obligations, it could expose itself to legal risks. This could lead to potential enforcement actions and damage the company’s reputation. 
  • Policy Updates – With the two elements above in mind, it’s critical for employers to review and update their policies. They should implement training, comprehensive anti-harassment policies, and robust reporting mechanisms to help staff identify and eliminate workplace misogyny.

Navigating Misogyny in the Workplace as an Employee

Even without the potential policy change, employees are already protected from discrimination and harassment, including misogyny in the workplace, under the Equality Act 2010. However, with the imminent arrival of the WPA, and the potential shift to treat specific misogyny as a form of extremism, these rights should soon be reinforced. 

Since employers will have a greater responsibility to identify and address sexual harassment and misogynistic behaviour, employees should experience better protection. This could include a more serious approach to training, reporting and prevention measures that ensure the workplace is safe and equitable.

Unfortunately, though, not everyone would experience this. Despite the policy aiming to elevate the seriousness of misogyny in the workplace, some employers may fail to comply with their legal obligations. If an employee faces this, there are several steps they could take.

It’s generally wise to consider having an informal chat with the employer first. Sometimes, they aren’t aware of the breach, and they may quickly resolve the problem to avoid serious repercussions.

Yet, an informal discussion isn’t always appropriate, and even if it is, the outcome may not be desirable. In such circumstances, a formal grievance could be worth considering. The complaint’s seriousness may influence the employer to act, and once raised, they’d be required to deal with it lawfully.

Nevertheless, the issue could remain unresolved, and it may be time for legal action. ACAS early conciliation would need to be undertaken first, but an employment tribunal claim could be initiated once complete.

Get Employment Law Help

If you have any queries or believe you’ve faced sexual harassment or misogyny in the workplace, please don’t hesitate to contact us. Redmans Solicitors are employment law specialists, and following a chat, we could provide expert advice on your possible next steps.

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