Is Sexual Harassment and Bullying a Hazard? HSE vs HR vs Employment Law
Absolutley no place for any of it in the workplace and I really like your question as to which is the most appropriate 'system' to use.
I dont want to sound simplistic but if you use an HSE system you may end up with a PG, but then if you use an HR system you may fail to manage a hazard - dammed if you do and dammed if you dont.
I'm inclined to agree with Andrew that it may be best not to have an HSE / OSH person involved as some (not all) may not have the sensitivity, empathy and other people skills that are necessary when dealing with such situations and may not have awareness of the HR requirements.
Provocative question - is it possible to seperate 'people and behaviour' out of OSH / HSE even though the behaviours have the potential to cause 'harm' which we do need to recognise as a hazard.
Broadly speaking the OSH / HSE view is that anyone could be affected by the identified hazard, but with sexual harrassment / bullying it is frequently specific to an individual.
Does having a SWM, JSA or PPE reduce or prevent injury from sexual harrassment or bullying ?perhaps the answer to that question gives a good indicator as to where the matterrest and what department is the most appropriate to manage the issue.