Key Takeaways
- Jayla Boyd, a 17-year-old student, was slapped on the bottom by a male supervisor while working at a JD Sports store in Belfast.
- JD Sports Fashion PLC has settled a sexual harassment case with Boyd for £65,000 and apologized for the incident.
- The company has agreed to review its policies, practices, and procedures with the Equality Commission for Northern Ireland (ECNI) to prevent similar incidents in the future.
- The ECNI emphasizes the importance of a "zero-tolerance approach" to sexual harassment in the workplace and the need for employers to have clear policies and procedures in place to deal with harassment.
Introduction to the Incident
Jayla Boyd, a student who worked part-time at a JD Sports store in Belfast while studying for her A-levels, has settled a sexual harassment case against her former employer for £65,000. The incident occurred in July 2024, when Boyd, who was 17 at the time, was slapped on the bottom by a male supervisor during a shift. The supervisor claimed that the incident was a result of "muscle memory," but Boyd was understandably upset and felt that her employer failed to offer her adequate support after the incident.
The Incident and Its Aftermath
Following the incident, Boyd reported it to her manager and was told that CCTV had captured the incident. However, the supervisor was allowed to continue working alongside her for the rest of the shift, which made Boyd feel uncomfortable and distressed. Despite raising a complaint of sexual harassment, Boyd claimed that she was not formally interviewed about her experience and was not updated about the investigation or outcome of her complaint. She felt that her employer was trying to ignore what had happened to her instead of dealing with it properly.
Lack of Support and Further Embarrassment
Boyd experienced further embarrassment during a staff training session when an example involving a woman being slapped on the bottom by a supervisor was discussed. She felt certain that the example referred to her own experience, which made her feel even more uncomfortable and distressed. Boyd later resigned from her job, citing the lack of support from her employer and the feeling of being ignored. She believes that her personal information relating to the incident was seen by other staff on a manager’s computer, which further exacerbated her distress.
Settling the Case and Apology
In settling the case, JD Sports Fashion PLC acknowledged and apologized for the significant upset, distress, and injury to feelings experienced by Boyd. The company reaffirmed its strong commitment to the principle of equality of opportunity and agreed to liaise with the ECNI to review its policies, practices, and procedures. The ECNI emphasized the importance of a "zero-tolerance approach" to sexual harassment in the workplace and the need for employers to have clear policies and procedures in place to deal with harassment.
Importance of Speaking Out
Boyd hopes that by speaking out, she can give others the confidence to challenge this type of behavior. She emphasized that everyone deserves to feel safe and supported at work and that employers must take allegations of sexual harassment seriously. Boyd’s experience highlights the need for employers to have clear policies and procedures in place to deal with harassment and to ensure that all staff know what behavior is acceptable and unacceptable in the workplace.
Conclusion and Future Steps
In conclusion, the settlement of the case and the apology from JD Sports Fashion PLC are important steps towards acknowledging the harm caused to Boyd and towards preventing similar incidents in the future. The ECNI’s emphasis on a "zero-tolerance approach" to sexual harassment in the workplace is a reminder that employers must take allegations of harassment seriously and have clear policies and procedures in place to deal with them. By speaking out, Boyd has shown that it is possible to challenge this type of behavior and to create a safer and more supportive work environment for everyone.
