We believe that better awareness of sexual health and safety issues and the risks found in the workplace can significantly improve morale, productivity and the overall health and wellbeing of your employees.
That’s because sexual health encompasses both staying well and infection free, and by also improving awareness of sexual safety, you help reduce incidents of sexual harassment.
So, to make a distinction for this article, we are going to look at matters of sexual health and sexual safety separately.
What is sexual health?
At its broadest level, it’s about staying well, both physically and emotionally. This is helped by being aware of sexual risks – in particular of STI’s (Sexually Transmitted Infections) that can be passed on through unprotected sexual contact.
Given the personal nature surrounding sexual health, it’s understandable that sexual health problems can affect mental health, as well as emotional and social wellbeing. In all instances, an employer has an opportunity to make a positive difference in terms of awareness, prevention, reducing risks and showing empathy and support.
STIs and sexual health
Being more aware of what STIs are and how they are passed on will help reduce infection. Given the numbers in England alone, many organisations are likely to have a percentage of their workforce affected by an STI. According to Government statistics, in 2024 the number of STIs diagnosed fell to 364,750 from just under 400,000 in 2023. The rates of STI diagnoses were highest among young people aged 15 to 24, and among gay, bisexual, and other men who have sex with men (GBMSM).
Common types of STIs
There isn’t room in this article to do an in-depth explanation of what is a long list of STIs. For a more detailed explanation, you may find our guide to sexual health of help (details below), as well as reading the NHS guide to sexually transmitted infections (STIs). In this, you will find explanations of such conditions as chlamydia, gonorrhoea, syphilis, HIV and many others.
Work related risks to sexual health
Risks occur both in attitudes towards sexual relations – including those with co-workers, but also in the types and location of work itself. Add to that the impact that factors like stress can have on sexual health.
For example, overseas business travel presents risks as casual sex encounters are more common when away from home. What’s more, such encounters overseas risk contracting different forms of STIs and, should treatment be needed abroad, those affected may find that antibiotic resistance is different too.
Of course, casual sex and the workplace isn’t only an overseas risk. There are many instances of research showing that office workers have had a sexual encounter at an office party and 1 in 10 said that they have caught an STI or know someone who has from a co-worker.
And then there is the impact that work and in particular, stress levels can have on sexual health. In some cases, workplace stress can negatively affect sexual relations by lowering interest in sex, causing physical and emotional exhaustion and various forms of sexual dysfunction which can lead to infertility and emotional distancing – also increasing risks to mental wellbeing.
Increasing awareness and mitigating risks
A few pointers towards increasing awareness of sexual health issues and mitigating risks:
Understanding and empathy: Sexual health is a highly personal matter, so an employer might be wondering what they can do to make a difference. While an understanding and empathetic manner is a given in any conversations of a sexual health nature, the taboos and sensitivity around the topic mean that these conversations are unlikely to be taking place. By focusing on sexual health education and resources – at least the information is there to be seen.
Promotion and awareness: One way you can do this is by participating in the health awareness campaigns running across the year. You will find many of these campaigns (often featured in the Cordell Health wellbeing calendar) and, by sharing these in your workplace, the message and the information stands a good chance of being seen. For example, STI awareness campaigns in the UK include the national It Starts With Me campaign, which promotes sexual wellbeing and prevention, and National HIV Testing Week, aimed at increasing testing and reducing stigma. Another helpful resource is the NHS Fit for Travel guide to Sexual Health Risks. This can be discreetly positioned in any guidelines you issue on business travel. You might also want to create your own workplace posters and may find information in this article, as well as our guide on sexual health helpful.
Employee Assistance: If you offer an Employee Assistance scheme, make sure that any counselling services available are known so that employees have a confidential outlet to raise any sexual health (or safety) concerns.
Managing stress and mental wellbeing: Any workplace culture that doesn’t address the impact of sustained levels of stress risks long term employee wellbeing that may not only impact sexual health. An unhealthy workplace culture affects mental health, levels of employee engagement and therefore, productivity.
Sexual safety in the workplace
‘Sexual safety’ is perhaps an umbrella term used to describe keeping employees safe from unwanted harassment or misconduct of a sexual nature. Despite legislation and awareness campaigns, sexual harassment remains an issue that organisations need to carefully manage as incidents take place far too often.
Recent high profile incidents including cases in television shed light on a ‘banter culture’ that sees victims subjected to unwelcome sexualised comments that can be deeply uncomfortable to hear. In many cases, those subjected to harassment don’t feel confident in challenging such behaviour for fear of the consequences.
As the CIPD explain in their guide to sexual harassment in the workplace, ‘All incidents of sexual harassment are unacceptable and need to be taken seriously, not only because of the legal implications but because of their adverse effects on individuals, organisations and society. Everyone has the right to be treated with dignity and respect at work.’
Defining sexual harassment
Sexual harassment can have a significant effect on the workplace by undermining performance, decreasing organisational commitment and influencing employee’s intentions to leave. Sexual harassment can also undermine health and wellbeing through increased stress and reduced job satisfaction.
The NHS, in its ‘Sexual Safety in Healthcare Organisations Charter’ defines sexual misconduct as ‘uninvited, unwelcome or non-consensual behaviour of a sexual nature. It is behaviour that can reasonably be interpreted and/or perceived by an individual as sexual and which offends, embarrasses, harms, humiliates, or intimidates an individual or a group. Sexual misconduct can involve elements of harassment, violence and abuse and can be physical, verbal, or visual and via different mediums, such as through an email or a phone message.’
The employer’s responsibility and the law
Employees have the right not to be sexually harassed at work and have been protected against sexual harassment at work under the Equality Act 2010. Employees also have the right not to be treated unfavourably at work because they have either rejected or submitted to sexual harassment. However, employers need to be aware that this Act was amended in October 2024, and all employers are now required to take ‘reasonable steps’ to prevent sexual harassment in the workplace. If an employer fails to prevent sexual harassment, it’s considered an unlawful act.
Improving sexual safety – and preventing harassment
For all the above reasons – in terms of employee dignity, safety and wellbeing, not to mention the legal requirements, employers need to focus on making their organisations safer for employees to work free of sexual harassment – so how can they do this?
Each organisation is free to form a strategy that works for their culture and specific workplace. In all cases, a zero tolerance approach sets a red line that sexual harassment is unwanted, unlawful – and won’t be tolerated. But statements have to be matched with actions. As with so many workplace issues, leaders can play their part in championing awareness and encouraging employees to report incidents – but this will only happen in a culture of trust and an expectation that action will be taken.
Employers formulating a policy on preventing sexual harassment may find a new 8 step guide from the Equality and Human Rights Commission (EHRC) of help. Their approach covers:
- Developing an effective anti-harassment policy
- Engaging your staff
- Assess and take steps to reduce risk in your workplace
- Reporting
- Training
- What to do when a harassment complaint is made
- Dealing with harassment by third parties
- Monitoring and evaluate your actions
In conclusion
Whether it’s through improving sexual health – or supporting sexual safety through reducing sexual harassment, the employer can and must play a role in influencing positive change. Whereas guidance and opportunities to spread awareness are available – the one thing that sits across both topics is your culture. What can you and your leaders do to foster an environment where employees can openly discuss sexual health and challenge negative attitudes that cause sexual harassment?
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We have produced a new Cordell Health podcast on sexual health awareness. This is available to subscribers to our wellbeing service. If you are not signed up to this service and would like to find out more, please contact us on wellbeing@cordellhealth.co.uk
Photo by Axel Gallay on Unsplash.
