Preventing Sexism in the Workplace: Requirements, Methods, and Action Plan

Preventing sexism in the workplace is a legal obligation for all employers. Beyond the legal framework, it is a matter of workplace health, collective performance, and social responsibility. Yet too many organizations limit themselves to reacting to crisis situations instead of developing a genuine prevention policy. This article details the legal obligations, effective prevention methods, and steps for developing a concrete action plan.

The Legal Framework for Preventing Sexism in the Workplace

The Founding Documents

Several laws and regulations address the prevention of sexism in the workplace:

• Article L.1142-2-1 of the Labor Code: “No one shall be subjected to sexist conduct, defined as any conduct related to a person’s sex that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.”
• Article L.4121-1 of the Labor Code: the employer’s general duty to ensure safety, including the prevention of occupational risks related to sexist behavior
• Rebsamen Act of August 17, 2015: Introduction of the Concept of Sexist Conduct into the Labor Code
• Law of September 5, 2018: Strengthened requirements regarding sexual harassment; requirement to designate a harassment liaison officer in companies with 250 or more employees and within the Social and Economic Committee (CSE)

The employer's specific obligations

Employers have a duty to ensure the health and safety of their employees. Specifically, they must:

• Assessing risks: incorporating the risk of sexist behavior into the DUERP (Single Document for the Assessment of Occupational Risks)
• Inform: Post notices regarding sexist behavior and sexual harassment; inform employees of their recourse options and the penalties involved
• Prevention: Implement awareness-raising initiatives on sexism and training programs for all employees
• Respond: handle all reports promptly, conduct internal investigations, and protect victims and witnesses
• Sanction: impose proportionate disciplinary measures on those who engage in sexist behavior

The sexual harassment liaison

Effective January 1, 2019, two types of designated representatives must be appointed:

• CSE Representative: Required in every company with a CSE, regardless of the number of employees. The representative is responsible for guiding, informing, and supporting employees.
• Employer representative: required in companies with 250 or more employees. This person is responsible for coordinating the prevention and resolution of issues.

Accordia offers specialized training for harassment liaisons that covers the legal framework, active listening, conducting interviews, and reporting procedures.

The 8 Pillars of an Effective Prevention Policy

The #StOpE initiative, which brings together 301 signatory organizations, has identified eight priority commitments that serve as a guiding roadmap:

1. Promote and enforce a zero-tolerance policy

Management’s commitment must be visible, explicit, and reflected in their actions. A clear message from senior management, incorporated into internal communications and managerial practices, sets the tone for the entire organization.

2. Educate to raise awareness

Internal communication campaigns, posters, intranets, newsletters: we need to bring attention to issues that are often taken for granted. The findings of the #StOpE 2025 survey (77% of women have experienced sexist behavior) are a powerful tool for raising awareness.

3. Provide targeted training

Training programs must be tailored to the target audience: general awareness training for all employees, in-depth training for managers, and legal and operational training for HR professionals and designated representatives. Accordia offers a range of training programs that address all of these needs.

4. Share educational resources

Awareness-raising games, practical guides, videos, and exhibitions—such as the Musee des Zorreurs —are complementary tools that help engage employees through a variety of channels and engaging formats.

5. Encourage all employees to contribute

Preventing sexism is not solely the responsibility of HR or designated representatives. Every employee should feel a sense of ownership and be equipped to take action when they witness sexist behavior.

6. Preventing incidents and supporting victims

Establish accessible reporting and referral systems, ensure confidentiality, and protect victims and witnesses from retaliation.

7. Discipline for inappropriate behavior

Sanctions must be proportionate, prompt, and transparent. Failing to impose sanctions for sexist behavior sends a harmful message to the entire organization.

8. Measure and track using metrics

Number of reports, survey results, training rates, changes in the equality index: these indicators help guide the initiative and track progress. The diversity assessment provides the baseline against which progress is measured.

Create your action plan in 4 steps

Step 1: Initial Assessment

Conduct an assessment to identify high-risk situations, gauge employee perceptions, and evaluate existing measures. This is essential for determining appropriate actions.

Step 2: Prioritized Action Plan

Define specific actions, including a timeline, responsible parties, and a budget. Combine quick-impact actions (posters, communications) with structural changes (training, review of HR processes).

Step 3: Implementation and Facilitation

Implement these initiatives while maintaining sustained engagement. Key events (such as National Day Against Sexism on January 25 and Quality of Life at Work Week) provide opportunities to reinvigorate the momentum.

Step 4: Evaluation and Continuous Improvement

Measure the impact of your actions, gather feedback, and adjust your plan. Preventing sexism is an ongoing process, not a project with an end date.

Accordia Support

Accordia supports companies in developing and implementing their policies to prevent sexism through a comprehensive approach:

• Assessment : Assessment and identification of priorities
• Strategic Consulting : developing an action plan, supporting the Executive Committee and representative bodies
• Training : comprehensive catalog for all audiences, from employees to executives
• Educational tools : educational games and traveling exhibition

As a B Corp-certified firm and a mission-driven company, Accordia brings 16 years of exclusive expertise in diversity and inclusion to support your transformation.

Learn more

Additional guides

• Raising Awareness of Sexism in the Workplace: Understanding, Taking Action, and Bringing About Change
• Corporate Diversity and Inclusion Assessment: Methodology and Benefits
• Gender Equality in the Workplace: Requirements, Index, and Action Plan
• LGBT+ Inclusion in the Workplace: Challenges, Legal Requirements, and Best Practices
• Disability in the Workplace: Requirements, Awareness, and Inclusion
• Intergenerational Management: Turning Age Diversity into Performance

Articles on this topic

• Sexual Harassment Coordinator in the Workplace: Role, Responsibilities, and Training
• Everyday Sexism in the Workplace: Real-Life Examples and How to Respond
• How to Organize a Day to Raise Awareness About Sexism in the Workplace
• Games to Raise Awareness of Sexism in the Workplace: Formats and Feedback

Frequently Asked Questions About Preventing Sexism in the Workplace

Is preventing sexism mandatory for all companies?

Yes. The general duty of care (Article L.4121-1 of the Labor Code) applies to all employers, regardless of the size of the company. The specific requirements vary (mandatory consultation for companies with 250 or more employees, QVCT negotiations for companies with 50 or more employees), but the duty to prevent workplace hazards is universal.

What penalties does an employer face in the event of a violation?

An employer who fails to fulfill their duty of care is liable to civil (damages) and criminal penalties. The employer may be held liable even if they did not directly commit the acts in question, provided they failed to take the necessary preventive measures.

How can we get managers involved in prevention?

Managers are on the front lines when it comes to identifying and preventing sexist behavior. Training them is a top priority. They must be equipped to respond appropriately (how should they handle a sexist joke? How should they address a report of such behavior?). Accordia offers specialized training for managers that includes practical, real-life scenarios.

What budget should be allocated for a policy to prevent sexism?

The budget depends on the size of the organization and the scope of the program. A basic package (posters, training for designated representatives, awareness-raising) can start at a few thousand euros. A comprehensive program that includes an assessment, training for various audiences, and educational tools represents a more significant investment, but one whose return (reduced turnover, lower legal risks, improved workplace atmosphere) can be quickly measured.

Contact Accordia to work with us on developing your policy to prevent sexism in the workplace.