Ahead of the Health and Safety Event 2026, we caught up with Worthwhile Training's Nicole Vazquez to talk about the multi-media, interactive and drama-based session that will be taking place at the show.
The session aims to explore real life lessons for individuals and organisations when incidents are not managed well and will use a case study to explore:
the prevalence and risk factors of sexual harassment in UK workplaces
the potential impact when reports of sexual harassment are not managed well
key legislation and your organisation’s legal responsibilities, including those associated with ‘third-party’ risks
a step-by-step framework to ensure managers and individuals are equipped to protect, empower, and support your workforce
Health Safety Digital (HSD): The session uses a drama-based format to explore sexual harassment in the workplace. What do you think makes this approach particularly effective for helping organisations understand the realities of these situations?
Nicole Vazquez (NV): Using drama based scenarios in training to bring the impact of sexual harassment incidents to life engages both hearts and minds in a way that regular training just can’t do. Using the skills of our trained actor faciliators we are able to offer people in the room the opportunity to really explore the feelings of and consequences for those involved, in a safe environment.
It can be hard hitting, but I make no apologies for that. Sexual Harassment can destroy people's confidence and even careers. We have seen how the careful use of drama to open the discussions and to practice skills to manage situations can have very positive impact on both frontline colleagues and managers.
During our workshop at the Lone Worker Safety Live theatre, we will be premiering one of our brand new films. We work closely with a fantastic production company called Ampersand Film Co. as they really understand how to use film to tell human stories and promote learning.
Our latest film explores the pitfalls of failing to manage incidents effectively and is based on interviews using verbatim comments for authenticity. The audience will be introduced to the characters in the scenario and will have the opportunity to ask them questions live in the theatre.
HSD: The Worker Protection (Amendment of Equality Act 2010) Act 2023 places new proactive duties on employers. In your experience, what are the biggest misconceptions organisations still have about their responsibilities under the legislation?
NV: There is still a misconception that the focus should be on having a system to manage incidents when they occur. The Equality and Human Rights Commission (EHRC) has set out eight steps that organisations should take to fulfil their legal duty and these focus on the proactive steps to reduce and avoid incidents in the first place. Reactive management of sexual harassment in 2026 is clearly not good enough. Everyone deserves the right to work in an environment that is both physically and psychologically safe. We should expect that employers will take proactive steps to protect all colleagues regardless of gender, from offensive, hostile or degrading behaviour, sexual or otherwise.
HSD: Your session focuses on what can happen when incidents are not handled well. From your work with organisations, what are some of the most common mistakes employers make when responding to reports of sexual harassment?
NV: There can be tendency to play down incidents and the impact on individuals, often with the intention of helping the target of the behaviour ‘feel better’. However this can have the opposite effect. People need to have their experience acknowledged and should never be made to feel they have over reacted.
I have also heard managers tell colleagues what they 'should have done’ to manage the situation or stop the behaviour towards them. This can only ever serve to make the person feel worse. We need to recognise that people need support after an incident, they may already be feeling as if they were partly to blame, let’s not reinforce these feelings. It is never the target's fault.
HSD: Sexual harassment can be a difficult subject for workplaces to confront openly. How can leaders and managers begin to create a culture where people feel safe to report concerns?
NV: Proactive management of sexual harassment should not be about compliance, it should be about moral leadership and credibility, with dignity, respect and safety being non-negotiable. I would encourage leaders to be open about the potential issues and proactively promote a culture of ’calling attention to’ inappropriate behaviour.
In practical terms this means engaging with colleagues and listening to their concerns, having a policy that speaks plainly and training managers at every level within the business with the skills to spot potential issues, encourage reporting and provide effective (and appropriate) support to targets of sexual harassment.
HSD: The session will explore the risks posed by ‘third-party’ harassment. Why is this an area that many organisations overlook, and what practical steps can they take to manage those risks?
NV: The new legislation calls attention to the risks posed by third parties. This broadens the duty of care for employers and it can be challenging for organisations to manage incidents that involve third parties (customers, contractors, suppliers, members of the public, etc) due to a perceived lack of control over these groups of people. It is true that it may more difficult to control the behaviour of third parties. That said, if an organisation openly communicates its ethical stand it can be much easier to deal with issues when they arise. Another key element is to consider is providing colleagues with training to increase their personal awareness, skills and confidence to deal with unwanted behaviour, especially if they are lone working and engaging with third parties.
HSD: For those attending The Health & Safety Event 2026, why is this an important conversation for the health and safety community right now?
NV: Recent allegations against organisations such as Foxtons, McDonalds, Harrods and the Ministry of Defence have demonstrated the impact on organisations' reputation and the need for action. Although Sexual Harassment should be seen as a business risk, it is clearly a safety risk for staff. OSH professionals can play an important role in supporting their organisations to manage the risks. Their skills in risk management can be applied to this important issue and getting involved in the conversations shows the value of health and safety professionals.
👉 Register to attend The Health and Safety Event HERE. 👉 View the full agenda HERE.