How Can Employers Improve Women’s Safety?

When we think about workplace safety, we often picture hazard signs, protective gear, or accident prevention measures. But true safety goes beyond physical risks—it’s about ensuring every employee feels respected, valued, and, most importantly, secure.

Yet for many women, the workplace isn’t always a safe space. According to a 2023 Trades Union Congress (TUC) poll, 58% of women have experienced bullying, harassment or sexual harassment in the workplace. This statistic is even higher for younger women, with 62% of those aged 25 to 34 reporting similar experiences.

Even more alarmingly, workplace sexual violence is a reality for many. In 2024, 56% of calls to the Rights of Women’s Sexual Harassment at Work advice line involved reports of sexual assault, rape, stalking, or coercive control by colleagues. Meanwhile, 6% of calls to the National Stalking Helpline came from individuals being stalked by a current or former colleague.

With these highly concerning statistics and the growing number of stories highlighting similar incidents, it’s clear the need for change is urgent. Every worker deserves to feel safe at work, and employers must step up to address these concerns, challenge harmful attitudes, and tackle the risks women face in the workplace.

Understanding the Risks Women Face at Work

To address these challenges properly, employers need to fully understand the risks women face and how they often differ from the experiences of men. These risks include, but are not limited to:

• Sexual harassment and discrimination: Women are disproportionately affected by workplace harassment, bullying, and discrimination. The impact of this goes beyond immediate distress, contributing to anxiety, depression and long-term career setbacks. In some cases, women leave their jobs because they feel unsafe at work.
• Domestic abuse and stalking: In the UK, 1 in 4 women will experience domestic abuse in their lifetime, and 1 in 5 women will experience stalking. Those in public-facing roles are especially vulnerable, due to direct interactions with the public and the challenge of managing unpredictable situations.
• Lone working and commuting safety: Women working late, in isolated environments, or commuting alone face heightened risks. Research by UN Women UK found that 71% of women have experienced sexual harassment in public spaces, while research by British Transport Police found that over 1/3 of women have been victims of sexual harassment or sexual offences while commuting to or from work.
• Maternity-related risks: Women returning to work after maternity leave face unique challenges. At least 1 in 5 women experience mental health problems during pregnancy or after birth, with suicide being the leading cause of maternal death in the first year postpartum. Black and minority ethnic women, young mothers, and those experiencing domestic abuse or financial hardship often face worse outcomes.

Understanding Intersectional Safety

While the risks women face at work are significant on their own, it’s important to recognise that these challenges become even more complex when considering the intersecting factors that shape a person’s experience.

Taking time to assess the intersectional risks posed to individuals is something we can overlook when seeing the world through our own lens, yet differing levels of discrimination faced by groups can make situations more dangerous for some than others. The reality is that safety risks are not the same for all women. Gender, disability, sexuality, ethnicity, and other factors can amplify these risks, making some individuals more vulnerable than others.

For example, what may seem like a routine business trip or treat for some, can be a terrifying experience for others, who constantly worry about being targeted or having someone attempt to enter their hotel room at night. Sadly, this is an experience many women face, often at the hands of hotel staff. Similarly, public transport presents higher risks for those perceived as vulnerable, as they are at greater risk of victimisation by potential perpetrators.

By recognising these intersections, we can better understand how safety risks affect different people, ensuring that protective measures address their varied needs.

Steps Employers Can Take to Improve Women’s Safety

To create a safer environment for women at work, employers must be proactive in addressing these risks. By implementing thoughtful, well-structured measures, they can ensure that all employees, particularly women, feel supported and safe in their workplace. To do this, they can:

1. Encourage Open Conversations

Creating a safer workplace for women starts with open discussions about safety concerns, harassment, and respect. Employers should foster an environment where employees feel comfortable voicing their experiences and suggestions without fear of judgment or retaliation. This could be achieved through a mix of regular forums, anonymous feedback channels, and leadership-led conversations.

To help surface issues that may otherwise go unaddressed, it’s important to ask the right questions:

• Do women feel unsafe at work or when commuting?
• Are there specific concerns about leaving late or working alone?
• Are certain groups, such as Black, Asian, trans, or disabled women, facing greater risks?

Understanding these issues is crucial in implementing targeted safety measures and building a culture where all employees feel valued and protected.

2. Develop and Enforce Comprehensive Safety Policies

Once employers have a clear understanding of the issues facing their workforce, they can take a proactive approach by creating and enforcing safety policies that address workplace harassment, violence, discrimination and any other concerns raised.

These policies should clearly outline the measures in place to protect employees from retaliation, as well as how the company will investigate and respond to reports. Additionally, they should highlight the support systems available, such as Employee Assistance Programs (EAPs) or access to external support organisations. To remain effective, these policies should be reviewed and updated at least annually to ensure they stay aligned with legislation and best practices.

3. Educate Employees and Promote a Culture of Respect

Following the implementation of comprehensive safety policies, employers must prioritise educating employees and fostering a culture where women’s safety is prioritised. Regular training on harassment, discrimination, and unconscious bias ensures that staff understand how to recognise and challenge inappropriate behaviour. In addition, partnering with organisations like the Suzy Lamplugh Trust to offer bystander intervention training can equip employees with the confidence to step in when they witness harassment, creating a more supportive and accountable workplace.

Given that  1 in 4 women in the UK experience domestic abuse, employers can also play a vital role in offering support to affected employees. Educating staff on recognising warning signs, providing clear information on available support resources, and ensuring employees know where to seek help can make a tangible difference in the lives of those affected, helping them access the support they need.

By encouraging open discussions around respect and inclusion, employers make it clear that harassment and discrimination will not be tolerated.

4. Improve Physical Safety Measures

Physical safety measures also play a vital role in reducing workplace risks and offering peace of mind, particularly for women working late hours or in isolated locations. These measures not only deter unwanted behaviour but also foster a safer, environment where employees feel their safety is prioritised.

For example, installing CCTV in high-risk locations, like building entrances and car parks can act as a deterrent to unwanted behaviour while allowing for evidence capture if an incident was to occur. If possible, having a security officer during late hours further enhances safety by providing immediate response when needed. Additionally, ensuring proper lighting in outdoor and parking areas is essential for visibility, helping employees feel safer when commuting or moving around the workplace.

5. Offer Flexible Working Hours

Allowing employees to adjust their working hours to avoid late-night or early morning commutes where they feel unsafe is another practical way to reduce risks. By offering flexible schedules, employers can help employees avoid travelling during unsafe hours, particularly in poorly lit or less populated areas. Peoplesafe research found that 60% of people feel unsafe commuting on public transport during unsociable hours, highlighting the importance of addressing these concerns.

This flexibility can also support employee wellbeing by reducing stress and anxiety associated with commuting during high-risk hours.

6. Make Travel to and from Work Safer

As well as offering flexible working hours, employers can enhance safety by providing support for employees’ commute to and from work, especially for those travelling alone or in roles where start and end times cannot be adjusted.

This could be by arranging secure parking closer to entrances, offering subsidised taxis, carpooling options, or dedicated shuttle services, particularly for those working in high-risk locations. These measures help reduce the risks associated with commuting alone, particularly in poorly lit or isolated areas.

Employers can also leverage safety technology like Travelsafe, which allows employees to set their destination and method of travel. The app then calculates the estimated journey time and sets a timer for when they should arrive. If the employee fails to reach their destination within the set time, an alarm is automatically triggered and sent to Peoplesafe’s 24/7 ARC. This adds an extra layer of protection and reassurance for employees while travelling.

7. Partnering with Specialist Travel Organisations

Businesses can further enhance the safety of employees while travelling by partnering with specialist organisations like Maiden Voyage, who focus on inclusive travel solutions. They help organisations address the specific challenges faced by women, LGBTQ+, and disabled travellers, offering tailored solutions, such as:

• Travel Safety Training: Workshops and eLearning modules designed to equip employees with the knowledge to navigate potential risks effectively.
• Certified Hotels: A selection of hotels that have undergone Maiden Voyage’s Inclusive Guest Excellence Training programme within the last 13 months, ensuring a welcoming environment for all travellers.
• Inclusive Travel Safety Programmes: Expert guidance to help organisations develop inclusive travel programmes that address the specific needs of diverse traveller groups.

By partnering with organisations like Maiden Voyage, businesses can ensure their travel policies are proactive, catering to the diverse needs of their workforce and providing extra peace of mind for all employees.

8. Support Employees Through Maternity and Postpartum Challenges

Maternity leave is a time of significant change for many employees. While it can be a positive experience for some, it can also present life-threatening challenges for others. Unfortunately, in the UK, access to specialised perinatal mental health services can vary widely depending on the region, creating a ‘postcode lottery’ where the quality and availability of care depend on your location.

With this in mind, employers have a crucial role to play in supporting their employees during this time. But by collaborating with organisations like Lotus Maternity, who offer a range of services designed to support new parents, employers can help ease the challenges of maternity and postpartum recovery.

Lotus Maternity, and similar organisations, can work with businesses to provide tailored support services, such as maternity training, postnatal programmes, and support policy development. By implementing these services as well as providing mental health support, employers can support employees through challenging personal journeys, while helping to retain their employees’ skills, strengths, and experience.

9. Seek Feedback and Continuously Improve

Improving women’s safety in the workplace requires ongoing effort and adaptation. Even once measures are in place, employers should continue to seek feedback from employees about their experiences and the effectiveness of implemented measures. This can help employers understand if new policies and safety practices are working, or if further improvements are needed.

By committing to a proactive, continuous approach to safety, employers can improve the work environment for women, show employees that their concerns are being actively addressed and set a positive example for other organisations to follow.