Supporting someone experiencing sexual harassment

•    Check in with them regularly and ask them what they need
•    Ask if you can do anything to support them
•    If you share a workplace, try not to leave someone on their own with a harasser 
•    Signpost them to advice, information and support (see the section in this document)
•    Research and share options with them

•    Dates, times and witnesses to incidents 
•    Behaviour observed 
•    Impact you have noticed or know about 
•    Any interventions made

If applicable to a workplace this should be accessible. If it isn’t, ask to see the company policy on sexual harassment or bullying and harassment. You might find these in the company handbook. You may need to ask a line manager, the producer or stage manager for a copy. Some smaller workplaces may not have these so ACAS guidance could be obtained covering the situation. If this is not a workplace the other rules or policies for use of the space may be available.

•    Help the person experiencing the harassment to make an informal or formal complaint if they wish to do so
•    Offer to be a witness if reporting any behaviour you have seen 
•    Seek consent from the person before escalating on their behalf 
•    Use the company complaint process to record a concern if you are aware of a member of a company who has harassed someone in the past. In these instances, often all you can do is raise awareness with the company and allow them to implement safeguarding steps as required

Consider which of the approaches above feels most suited to your situation. Speak with the person being harassed and listen to how they are feeling about it. Remember, your wellbeing matters too. Seek support for yourself if you need to.