Kate Nicholls OBE has been CEO of UKHospitality, the powerful voice representing the broad hospitality sector, since its inception in 2018. Kate previously worked as CEO and Strategic Affairs Director of the Association of Licenced Multiple Retailers (ALMR).
She sits on the Government’s Tourism, Hospitality, and Food and Drink Sector Councils, where she represents the wider hospitality and tourism sector. Kate is also the Chair of the Institute of Licensing, a board member of Best Bar None, and a trustee of Hospitality Action and Springboard.
I've worked in hospitality for more than 30 years, and there has been an enormous amount of change in the sector over that time.
One thing that has never changed, though, is its vibrant atmosphere, dynamic environment and the opportunities it offers to connect with people from all kinds of backgrounds.
From bustling restaurants to lively pubs, bars and luxury hotels, these venues offer people an amazing experience. But they also provide fulfilling careers to countless employees.
Our teams are so important – without them, we don't have a business. That's why their wellbeing is paramount and keeping them safe is a critical part of that.
With legislation now in effect, employers are going even further to create a safe and respectful workplace for all staff. This is in addition to what they were already doing to prevent and eradicate sexual harassment.
A recent survey of our members showed that 84% of respondents were already working proactively to prevent sexual harassment – 46% of members already have a pre-existing policy in place and 38% have some measures.
Whether it's providing onboarding and ongoing training, leadership development, workplace codes, employee handbooks or risk assessments, there were many ways our members were already working in a positive way.
I think those are encouraging figures and examples. Of course, there is more to do to make sure we get to 100%, but it does show this is taken seriously by the sector and that this legislation doesn't mark a starting point. It's a continuation and enhancement of what businesses are already doing.
The importance of a positive work environment
Hospitality venues thrive on teamwork, customer service, and creating memorable experiences. Employees often form close-knit bonds, driven by shared challenges and the excitement of working in a fast-paced environment.
A fun and positive work environment makes hospitality a brilliant place to work for our team members, and it also helps us keep staff.
This atmosphere is great for customers too. When staff feel safe, respected and valued at work, they are more likely to provide exceptional service, which leads to happy customers and is good for business.
However, this can all be shattered by any incident of harassment. No one should be subjected to any forms of harassment and it has no place in our sector – it simply will not be tolerated. But, we know that, sadly, incidents have occurred and that can lead to a toxic atmosphere, which affects the entire team.
Working in partnership to tackle sexual harassment
Creating a great place to work was a founding priority for UKHospitality and remains so today. We have worked with our members on various initiatives to make this the reality and preventing harassment is a major part of this.
The Hospitality Wellbeing and Development Promise has a clear commitment for businesses to “enforce a policy of anti-harassment in the workplace”.
UKHospitality has built on that with a sector-specific guide developed in partnership with the Equalities and Human Rights Commission (EHRC). This contains a checklist and action plan for employers, developed with hospitality businesses, that has been widely praised.
Ahead of the new legislation, we have worked extensively with the experts at Acas and the EHRC, including an industry webinar, to boost understanding of the new laws and suggest steps businesses can take to keep their employees safe and comply with the law.
Understanding the legislative changes
This new legislation, which came into effect on October 26 2024, marks a significant shift in the nation's approach to workplace harassment. Employers will be legally required to take proactive steps to prevent sexual harassment in the workplace, including implementing policies, providing training and fostering a culture of respect and support.
The legislation rightly aims to empower employees to speak out against harassment without fear of retaliation. It also places the onus on employers to create an environment where such behaviour is not tolerated.
The proactive nature of this approach is essential to creating a safe workplace. We want people to feel they can speak out, regardless of what their job title or role might be.
UKHospitality's suggested steps toward prevention
1. Implement comprehensive policies
Hospitality venues must establish clear, comprehensive anti-harassment policies that outline unacceptable behaviours and the procedures for reporting incidents. These policies should be communicated effectively to all staff members during onboarding and reinforced regularly.
2. Training and awareness
Regular training sessions should be mandatory for all employees, focusing on recognising, preventing, and addressing sexual harassment. This training should cover intervention techniques, ensuring that staff understand their roles in creating a safe environment.
3. Creating a reporting culture
Employees must feel comfortable reporting incidents without fear of negative repercussions. Establishing confidential reporting channels and ensuring that management takes complaints seriously is crucial. Transparency in how reports are handled can build trust within the workforce.
4. Support systems
Providing support for those who have experienced harassment is essential. This could include access to counselling services or employee assistance programs. Ensuring that affected individuals know they have support can empower them to come forward.
5. Promote a respectful workplace
Cultivating a culture of respect and inclusivity can significantly reduce the likelihood of harassment. This involves not only enforcing policies but also celebrating diversity and promoting positive interactions among staff and between staff and customers.
The role of leadership
Leadership plays a critical role in shaping the culture of a hospitality venue. Managers and owners must lead by example, demonstrating that harassment will not be tolerated. This commitment should be visible in daily operations, from hiring practices to the way staff interactions are managed.
Regularly engaging with employees to gauge their feelings about workplace culture can help leaders identify potential issues before they escalate. Creating open forums for feedback can foster a sense of belonging and empower staff to voice concerns.
A shared responsibility
Ending sexual harassment in hospitality is a shared responsibility – from operators and trade associations to general managers and front house staff. Whoever you are in the industry and whoever you work for, you have a responsibility to play your part.
Proactively putting in place new policies, providing training and fostering a culture of respect are all absolutely essential to eradicate harassment and ensure hospitality remains known for its safe and supportive workplaces.
Hospitality is a great place to work – it's why I've worked in it for most of my career. I want to keep it that way.