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This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/EUM0000000000776. When citing the article, please cite: Marilyn J. Davidson, Jill Earnshaw, (1990), “Policies, Practices and Attitudes towards Sexual Harassment in UK Organisations”, Personnel Review, Vol. 19 Iss: 3, pp. 23 - 27.

Discusses the development of employer liability from its origins in liability for work‐connected physical injury, through liability for work‐related physical injury/illness, mental/nervous disorders as a result of physical injury/illness, to present day liability for stress‐induced illness. The problems of cases of this nature are examined, and it is suggested that employers take reasonable steps to minimise those stresses of the workplace that are foreseeable.

A survey carried out to determine British management’s attitudes to sexual harassment in the workplace is presented. Definitions of sexual harassment and the extent to which legal recommendations are recognised and adopted are outlined. The survey also investigates whether and, if so, what preventive action is being taken and the manner in which complaints of sexual harassment are being handled.

The position of ex‐offenders as a group who are as equally in need of protection as those who are discriminated against on grounds of race or sex is highlighted. The provisions of the unfair dismissal legislation as they bear on ex‐offenders and the extent to which this legislation and the Rehabilitation of Offenders Act 1974 are safeguarding the recruitment prospects and job security of those whose convictions have become “spent” is examined. It is concluded that the legislative provisions are ineffective and in need of amendment, possibly along the lines of the Sex Discrimination Act 1975 and the Race Relations Act 1976. Such an Act should be complemented by a Code of Practice explaining employers′ obligations and urging them to include ex‐offenders in equal opportunities policies.

In 1995 a social worker employed by Northumberland County Council won a landmark victory in the High Court by suing his employer in respect of a stress‐related illness brought about by work overload. Media coverage at the time predicted the opening of the floodgates to large numbers of such legal actions, but no such legal judgments have followed. Attempts to ascertain the reason, based on a survey and follow‐up interviews of personal injury solicitors. Finds that employees faced considerable barriers to bringing personal injury claims based on psychiatric harm. However, the research also reveals that being involved in this type of litigation was a problem for employers and that some claims have been settled out of court. Concludes that regardless of legal actions, there are good reasons why employers should take seriously the issue of workplace stress.

Aims to illustrate the difficulties faced by applicants in proving claims of sex discrimination in industrial tribunals. Argues that whilst the more blatant instances of discrimination and prejudice may now be less likely to occur, more subtle and often subconscious forms of sex stereotyping still operate to the disadvantage of working women. Uses recent tribunal decisions to demonstrate an increasing awareness of the problems of proof of discrimination, and an acceptance that inferences of discrimination may be drawn where direct evidence is lacking. Discusses in some detail the case involving the Merseyside Assistant Chief Constable, highlighting the novel use of expert testimony on sex stereotyping and pointing out the significance of such cases for employers. Concludes by suggesting that, despite legal developments, women are unlikely to make significant progress to equality through the use of the law.

The article summarises findings from recent case study research into recruitment in small firms. The research aims to ascertain whether small firms follow the procedures outlined in the prescriptive literature on recruitment, and to what extent they rely on informal recruitment methods. It finds little evidence of the adoption of the recommended systematic procedures and a high use of “tried and trusted” methods including word‐of‐mouth recruitment and the hiring of “known quantities”. The implications of this are examined. While these methods have certain advantages, they may also give rise to a number of problems. The study argues that the adoption of more formal procedures and methods could reduce staff turnover in small firms and its associated costs. However, it concludes that many small employers would remain unconvinced by the case for opening up recruitment channels, and may find their existing approaches more cost effective in the short term.

Summarises some findings from recent empirical research into the factors influencing the incidence of claims of unfair dismissal to industrial tribunals. Using a paired comparison case study method it focuses, primarily, on small businesses and small establishments, seeking to explore significant variations. These include the presence or absence of written disciplinary procedures, their mode of operation, content and meaning, and management style and consistency. Qualitative insights include the prevalence of informal first approaches to perceived employee shortcomings and the influence of overall employee assessment in selective disciplinary action. Contrary to earlier research in small businesses it finds little principled management opposition or resentment to the introduction of written disciplinary procedures, with managers highlighting the assistance they give to them when taking disciplinary action.

Though surveys of sexual harassment at work have consistently shown it to be a widespread and under‐reported problem, there has been little research directed at investigating the appropriateness of seeking a solution to it via claims to industrial tribunals under the Sex Discrimination Act. Based on research which aimed to explore, through interviews and questionnaires, the motives of those who had brought such legal proceedings and their experiences before, during and subsequent to the tribunal hearing, the findings cast doubt on the suitability of tribunal remedies and highlight the devastating long‐term psychological effects of sexual harassment on the victims. Overall the research suggests that remedying sexual harassment via tribunal claims can never be more than a second‐best solution. Concludes that prevention is better than cure and places the onus on management to take effective action against harassment.