Sexual Harassment Lead

We support peace and prosperity by building connections, understanding and trust between people in the UK and countries worldwide. For 90 years we have shaped brighter futures through education, arts, culture, language, and creativity.

Working with people in over 200 countries and territories, we are on the ground in more than 100 countries.

We connect. We inspire.

Sexual Harassment Lead

Location: Any British Office Globally
Contract Type: One (1) Year Fixed Term Contract

Pay Grade: 8

Closing date: 15 July 2026 at 21:59 UK Time

Requirements: You must have the legal right to work in one of the British Council Office-based countries at the time of application.  We are unable to support with visa sponsorship and relocation.

Role Context - About The Team:

This role will work collaboratively with key internal and external stakeholders to embed priorities, develop KPIs, strengthen reporting and data analysis, and build organisational capability through awareness‑raising, training, and strategic leadership.

Role Purpose - The Job:

The Sexual Harassment Lead will act as the organisation’s subject matter expert (SME) on sexual harassment, supporting the Safeguarding Team and the sexual harassment  working group to embed, strengthen and advance the organisation’s response in line with the amended Equality Act 2010 and the associated proactive duty to prevent harassment.

The postholder will drive delivery of the organisation’s Seven‑Point Action Plan, support progression through the Five‑Stage Maturity Model, and ensure the organisation is fully equipped, compliant, and culturally ready to prevent and respond to sexual harassment effectively.

This role will work collaboratively with key internal and external stakeholders to embed priorities, develop KPIs, strengthen reporting and data analysis, and build organisational capability through awareness‑raising, training, and strategic leadership.

Main Accountabilities:

Strategic Leadership & Compliance

• Lead the organisation’s work on sexual harassment prevention and response, ensuring alignment with the amended Equality Act 2010 and regulatory expectations.
• Drive implementation and continuous improvement of the Seven‑Point Action Plan, ensuring measurable progress and organisational accountability.
• Guide the organisation through the Five‑Stage Maturity Model, identifying gaps, setting milestones, and coordinating cross‑organisational action.
• Provide expert advice to senior leaders, safeguarding leads, HR, and operational teams on best practice, risk management, and compliance

Policy, Frameworks & Governance

• Review, update and embed policies, procedures, and guidance relating to sexual harassment, ensuring they reflect legal requirements and sector best practice.
• Support the development of governance structures that enable oversight, assurance, and transparent reporting.
• Ensure the organisation’s approach is trauma‑informed, survivor‑centred, and aligned with safeguarding principles.

Data, Insight & KPIs

• Develop and implement KPIs and performance measures to track progress, identify risk, and inform strategic decision‑making.
• Support the analysis of incident data, reporting trends, and identifying areas for targeted intervention.

Culture Change, Awareness & Training

• Design and deliver awareness‑raising campaigns, briefing sessions, and training packages for staff, volunteers, and leaders.
• Embed the organisation’s three identified priorities into everyday practice, ensuring they are understood and acted upon across all levels.
• Promote a culture of respect, psychological safety, and zero tolerance for harassment.
• Assist with the design and delivery of the Sexual Harassment SEAH training models

Stakeholder Engagement & Collaboration

• Work closely with the senior safeguarding managers and safeguarding team members.
• Work closely with safeguarding, HR, EDI, operational teams, staff networks, and external partners to ensure a unified and consistent approach.
• Facilitate engagement sessions, consultations, and co‑production activities with staff and stakeholders.

Continuous Improvement & Organisational Readiness

• Identify emerging risks, trends, and legislative changes, ensuring the organisation remains proactive and future‑focused.
• Provide expert challenge and support to ensure the organisation is fit for purpose in preventing and responding to sexual harassment.

Requirements Of The Role:

Minimum/essential

• Integrity and discretion when handling sensitive matters.
• Collaborative leadership, bringing people with you through change.
• Courage to challenge and advocate for safe, respectful environments.
• Empathy and emotional intelligence are particularly important when engaging with those affected by harassment.
• Strategic thinking with the ability to deliver practical solutions.
• Experience in the public sector, education, health, or regulated environments.

Role Specific Skills

• In‑depth understanding of the Equality Act 2010 (including recent amendments), safeguarding principles, and harassment prevention.
• Knowledge of maturity models, organisational development, or continuous improvement frameworks.
• Ability to translate complex legislation and policy into practical, accessible guidance.
• Excellent communication, influencing, and relationship‑building skills.
• Strong analytical skills with the ability to interpret data and produce meaningful insights.
• Ability to manage sensitive issues with discretion, professionalism and a trauma‑informed approach.

Role-specific knowledge and experience

• Integrity and discretion when handling sensitive matters.
• Collaborative leadership, bringing people with you through change.
• Courage to challenge and advocate for safe, respectful environments.
• Empathy and emotional intelligence are particularly important when engaging with those affected by harassment.
• Strategic thinking with the ability to deliver practical solutions.
• Experience in the public sector, education, health, or regulated environments.

A connected and trusted UK in a more connected and trusted world.

Equality, Diversity and Inclusion Statement

We are committed to equality, diversity and inclusion and welcome applications from all sections of the community as we believe that a diverse workforce gives added depth to our work. The British Council is a Disability Confident Employer. The Disability Confident scheme helps challenge attitudes, increase understanding of disability and ensure staff are drawn from the widest possible pool of talent. We guarantee an interview for disabled applicants who meet the minimum role requirements. We welcome discussions about specific requirements or adjustments to enable participation and engagement in our work and activities.

Safeguarding Statement

The British Council is committed to safeguarding children, young people and adults who we work with. We believe that all children and adults everywhere in the world deserve to live in safe environments and have the right to be protected from all forms of abuse, maltreatment and exploitation as set out in article 19, UNCRC (United Nations Convention on the Rights of the Child) 1989. Appointment to positions where there is direct involvement with vulnerable groups will be dependent on thorough checks being completed in line with legal requirements and with the British Council’s Safeguarding policies for Adults and Children.

If you experience any difficulties with submitting your application, please email askhr@britishcouncil.org