Sexual harassment in the workplace is not only a legal risk - it is a fundamental breach of safety, dignity, and trust. As businesses expand across borders, the need to address this issue consistently and proactively becomes more urgent. From local offices to remote teams, every employee deserves to feel safe and respected.

Yet global frameworks often fall short when cultural norms, legal definitions, and power dynamics vary so widely. That’s why the smartest organisations take a proactive, human-centred approach, grounded in zero tolerance and reinforced by clear, compassionate systems. According to ACAS, employers can be held legally responsible for sexual harassment that occurs at work - even if they were unaware. The World Health Organization goes further, urging leaders to treat this issue not just as policy, but as culture and accountability.

Quick Tips

• Ensure clear, accessible sexual harassment policies across all jurisdictions

• Provide regular training that addresses power dynamics, culture, and bystander intervention

• Make multiple reporting channels available, including anonymous options

• Review leadership behaviours and expectations across regions

• Build in prevention strategies to reduce environmental risk factors

One Policy is Not Enough: Localise for Impact

Having a global policy is a good start, but it’s not enough. Legal definitions and thresholds for sexual harassment differ widely. For example, some countries require physical contact to prosecute, while others include verbal, visual, or online harassment. Employers must localise their approach while holding firm to non-negotiables around safety and dignity.

The WHO highlights the importance of building systems that go beyond compliance. Prevention efforts should address organisational culture, reinforce leadership accountability, and reduce structural vulnerabilities. In my own experience, companies that embed local context - like power hierarchies or gender dynamics - into their training see better uptake and fewer incidents.

Training is Culture, Not a Checkbox

Annual e-learning isn’t enough. To shift culture, training must be interactive, context-aware, and tailored by region. ACAS recommends including realistic examples that reflect your workforce and industry - not generic slides that people click through without thinking.

For a global engineering firm I supported, we ran focus groups to understand how harassment was perceived differently across sites. We then built bespoke training sessions for leaders and teams, including role-play scenarios and bystander action tips. Engagement rose sharply - and so did reporting of historical concerns, showing that trust in the system was growing.

Create Safe Reporting and Clear Follow-Up

Employees often don’t report because they fear retaliation or believe nothing will happen. The WHO stresses the need for trusted, survivor-focused mechanisms. That includes offering multiple reporting avenues (not just a line manager), clear confidentiality protocols, and timely, compassionate follow-up.

One client we advised created a dedicated, multilingual reporting line with an external investigator. They also trained regional HR partners in trauma-informed response. The result? Employees in APAC and LATAM, who had previously stayed silent, began to engage with the process.

Even if a case isn’t proven, a well-handled investigation signals to employees that the organisation takes this seriously. It also creates documentation to show reasonable steps were taken - which is key in legal proceedings.

A Real Example: Leading with Transparency and Trust

A tech firm with 400 staff across four continents approached us following internal concerns about unreported incidents. While no formal complaints had been made, there was a sense that people didn’t feel safe to speak up.

We began by reviewing their policies and complaint procedures for cultural blind spots. We then co-developed a “Safe Workplace Charter” with employee reps, launched a monthly conversation series with senior leaders, and implemented a multi-language reporting system. Within six months, employee feedback scores on trust and safety had risen by 28%.

Final Thoughts

Tackling sexual harassment globally means more than having a policy in place. It requires proactive leadership, cultural sensitivity, and systems that genuinely protect people. Prevention is powerful - but only when it’s personal, practical, and embedded.

What’s next for your global people strategy?

Book a free compliance check-in or HR audit with ThinkGlobal HR. We can help you review your policies, design safer systems, and embed prevention practices that work across borders. Let’s make dignity and respect a lived experience - not just a legal line.