{"id":100265,"date":"2026-07-06T13:01:57","date_gmt":"2026-07-06T13:01:57","guid":{"rendered":"https:\/\/jobs.dataaxisnode.com\/kenya\/uncategorized\/sexual-harassment-lead\/"},"modified":"2026-07-06T13:01:57","modified_gmt":"2026-07-06T13:01:57","slug":"sexual-harassment-lead","status":"publish","type":"post","link":"https:\/\/jobs.dataaxisnode.com\/kenya\/jobs\/nairobi\/sexual-harassment-lead\/","title":{"rendered":"Sexual Harassment Lead"},"content":{"rendered":"<p><script type=\"application\/ld+json\">{\"@context\": \"https:\/\/schema.org\/\", \"@type\": \"JobPosting\", \"title\": \"Sexual Harassment Lead\", \"description\": \"Role Context - About The Team:\\nThis 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\u2011raising, training, and strategic leadership.\\nRole Purpose - The Job:\\nThe Sexual Harassment Lead will act as the organisation\u2019s subject matter expert SME on sexual harassment, supporting the Safeguarding Team and the sexual harassment\u00a0 working group to embed, strengthen and advance the organisation\u2019s response in line with the amended Equality Act 2010 and the associated proactive duty to prevent harassment.\\nThe postholder will drive delivery of the organisation\u2019s Seven\u2011Point Action Plan, support progression through the Five\u2011Stage Maturity Model, and ensure the organisation is fully equipped, compliant, and culturally ready to prevent and respond to sexual harassment effectively.\\nThis 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\u2011raising, training, and strategic leadership.\\nMain Accountabilities:\\nStrategic Leadership & Compliance\\nLead the organisation\u2019s work on sexual harassment prevention and response, ensuring alignment with the amended Equality Act 2010 and regulatory expectations.\\nDrive implementation and continuous improvement of the Seven\u2011Point Action Plan, ensuring measurable progress and organisational accountability.\\nGuide the organisation through the Five\u2011Stage Maturity Model, identifying gaps, setting milestones, and coordinating cross\u2011organisational action.\\nProvide expert advice to senior leaders, safeguarding leads, HR, and operational teams on best practice, risk management, and compliance\\nPolicy, Frameworks & Governance\\nReview, update and embed policies, procedures, and guidance relating to sexual harassment, ensuring they reflect legal requirements and sector best practice.\\nSupport the development of governance structures that enable oversight, assurance, and transparent reporting.\\nEnsure the organisation\u2019s approach is trauma\u2011informed, survivor\u2011centred, and aligned with safeguarding principles.\\nData, Insight & KPIs\\nDevelop and implement KPIs and performance measures to track progress, identify risk, and inform strategic decision\u2011making.\\nSupport the analysis of incident data, reporting trends, and identifying areas for targeted intervention.\\nCulture Change, Awareness & Training\\nDesign and deliver awareness\u2011raising campaigns, briefing sessions, and training packages for staff, volunteers, and leaders.\\nEmbed the organisation\u2019s three identified priorities into everyday practice, ensuring they are understood and acted upon across all levels.\\nPromote a culture of respect, psychological safety, and zero tolerance for harassment.\\nAssist with the design and delivery of the Sexual Harassment SEAH training models\\nStakeholder Engagement & Collaboration\\nWork closely with the senior safeguarding managers and safeguarding team members.\\nWork closely with safeguarding, HR, EDI, operational teams, staff networks, and external partners to ensure a unified and consistent approach.\\nFacilitate engagement sessions, consultations, and co\u2011production activities with staff and stakeholders.\\nContinuous Improvement & Organisational Readiness\\nIdentify emerging risks, trends, and legislative changes, ensuring the organisation remains proactive and future\u2011focused.\\nProvide expert challenge and support to ensure the organisation is fit for purpose in preventing and responding to sexual harassment.\\nRequirements Of The Role:\\nMinimum\/essential\\nIntegrity and discretion when handling sensitive matters.\\nCollaborative leadership, bringing people with you through change.\\nCourage to challenge and advocate for safe, respectful environments.\\nEmpathy and emotional intelligence are particularly important when engaging with those affected by harassment.\\nStrategic thinking with the ability to deliver practical solutions.\\nExperience in the public sector, education, health, or regulated environments.\\nRole Specific Skills\\nIn\u2011depth understanding of the Equality Act 2010 including recent amendments, safeguarding principles, and harassment prevention.\\nKnowledge of maturity models, organisational development, or continuous improvement frameworks.\\nAbility to translate complex legislation and policy into practical, accessible guidance.\\nExcellent communication, influencing, and relationship\u2011building skills.\\nStrong analytical skills with the ability to interpret data and produce meaningful insights.\\nAbility to manage sensitive issues with discretion, professionalism and a trauma\u2011informed approach.\\nRole-specific knowledge and experience\\nIntegrity and discretion when handling sensitive matters.\\nCollaborative leadership, bringing people with you through change.\\nCourage to challenge and advocate for safe, respectful environments.\\nEmpathy and emotional intelligence a\", \"datePosted\": \"2026-07-06\", \"hiringOrganization\": {\"@type\": \"Organization\", \"name\": \"British Council\"}, \"jobLocation\": {\"@type\": \"Place\", \"address\": {\"@type\": \"PostalAddress\", \"addressLocality\": \"Nairobi\", \"addressCountry\": \"KE\"}}, \"directApply\": true, \"validThrough\": \"2026-07-20T23:59:59\", \"employmentType\": \"FULL_TIME\"}<\/script><\/p>\n<p><strong>Company:<\/strong> British Council<\/p>\n<p><strong>Location:<\/strong> Nairobi<\/p>\n<p><strong>Job Type:<\/strong> Full Time<\/p>\n<p><strong>Apply Before:<\/strong> 2026-07-20<\/p>\n<h3>Job Description<\/h3>\n<p>Role Context &#8211; About The Team:<br \/>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\u2011raising, training, and strategic leadership.<br \/>Role Purpose &#8211; The Job:<br \/>The Sexual Harassment Lead will act as the organisation\u2019s subject matter expert SME on sexual harassment, supporting the Safeguarding Team and the sexual harassment\u00a0 working group to embed, strengthen and advance the organisation\u2019s response in line with the amended Equality Act 2010 and the associated proactive duty to prevent harassment.<br \/>The postholder will drive delivery of the organisation\u2019s Seven\u2011Point Action Plan, support progression through the Five\u2011Stage Maturity Model, and ensure the organisation is fully equipped, compliant, and culturally ready to prevent and respond to sexual harassment effectively.<br \/>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\u2011raising, training, and strategic leadership.<br \/>Main Accountabilities:<br \/>Strategic Leadership &#038; Compliance<br \/>Lead the organisation\u2019s work on sexual harassment prevention and response, ensuring alignment with the amended Equality Act 2010 and regulatory expectations.<br \/>Drive implementation and continuous improvement of the Seven\u2011Point Action Plan, ensuring measurable progress and organisational accountability.<br \/>Guide the organisation through the Five\u2011Stage Maturity Model, identifying gaps, setting milestones, and coordinating cross\u2011organisational action.<br \/>Provide expert advice to senior leaders, safeguarding leads, HR, and operational teams on best practice, risk management, and compliance<br \/>Policy, Frameworks &#038; Governance<br \/>Review, update and embed policies, procedures, and guidance relating to sexual harassment, ensuring they reflect legal requirements and sector best practice.<br \/>Support the development of governance structures that enable oversight, assurance, and transparent reporting.<br \/>Ensure the organisation\u2019s approach is trauma\u2011informed, survivor\u2011centred, and aligned with safeguarding principles.<br \/>Data, Insight &#038; KPIs<br \/>Develop and implement KPIs and performance measures to track progress, identify risk, and inform strategic decision\u2011making.<br \/>Support the analysis of incident data, reporting trends, and identifying areas for targeted intervention.<br \/>Culture Change, Awareness &#038; Training<br \/>Design and deliver awareness\u2011raising campaigns, briefing sessions, and training packages for staff, volunteers, and leaders.<br \/>Embed the organisation\u2019s three identified priorities into everyday practice, ensuring they are understood and acted upon across all levels.<br \/>Promote a culture of respect, psychological safety, and zero tolerance for harassment.<br \/>Assist with the design and delivery of the Sexual Harassment SEAH training models<br \/>Stakeholder Engagement &#038; Collaboration<br \/>Work closely with the senior safeguarding managers and safeguarding team members.<br \/>Work closely with safeguarding, HR, EDI, operational teams, staff networks, and external partners to ensure a unified and consistent approach.<br \/>Facilitate engagement sessions, consultations, and co\u2011production activities with staff and stakeholders.<br \/>Continuous Improvement &#038; Organisational Readiness<br \/>Identify emerging risks, trends, and legislative changes, ensuring the organisation remains proactive and future\u2011focused.<br \/>Provide expert challenge and support to ensure the organisation is fit for purpose in preventing and responding to sexual harassment.<br \/>Requirements Of The Role:<br \/>Minimum\/essential<br \/>Integrity and discretion when handling sensitive matters.<br \/>Collaborative leadership, bringing people with you through change.<br \/>Courage to challenge and advocate for safe, respectful environments.<br \/>Empathy and emotional intelligence are particularly important when engaging with those affected by harassment.<br \/>Strategic thinking with the ability to deliver practical solutions.<br \/>Experience in the public sector, education, health, or regulated environments.<br \/>Role Specific Skills<br \/>In\u2011depth understanding of the Equality Act 2010 including recent amendments, safeguarding principles, and harassment prevention.<br \/>Knowledge of maturity models, organisational development, or continuous improvement frameworks.<br \/>Ability to translate complex legislation and policy into practical, accessible guidance.<br \/>Excellent communication, influencing, and relationship\u2011building skills.<br \/>Strong analytical skills with the ability to interpret data and produce meaningful insights.<br \/>Ability to manage sensitive issues with discretion, professionalism and a trauma\u2011informed approach.<br \/>Role-specific knowledge and experience<br \/>Integrity and discretion when handling sensitive matters.<br \/>Collaborative leadership, bringing people with you through change.<br \/>Courage to challenge and advocate for safe, respectful environments.<br \/>Empathy and emotional intelligence are particularly important when engaging with those affected by harassment.<br \/>Strategic thinking with the ability to deliver practical solutions.<br \/>Experience in the public sector, education, health, or regulated environments.<\/p>\n<h3>How to Apply<\/h3>\n<p>Interested and qualified? Go to British Council on britishcouncil.eightfold.ai to apply<br \/>Build your CV for free. Download in different templates.<\/p>\n<p><a href=\"https:\/\/www.myjobmag.co.ke\/apply-now\/1270230\" target=\"_blank\" rel=\"noopener\" style=\"display:inline-block;padding:10px 20px;background:#2271b1;color:#fff;text-decoration:none;border-radius:4px;\">Apply Now<\/a><\/p>\n<p><small>Source: MyJobMag<\/small><\/p>\n<p><!-- job-expiry: 2026-07-20 --><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Company: British Council Location: Nairobi Job Type: Full Time Apply Before: 2026-07-20 Job Description Role Context &#8211; 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\u2011raising, training, and strategic leadership.Role Purpose &#8211; The Job:The Sexual [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[1408,1409],"tags":[2044,1425,1413,1412],"class_list":["post-100265","post","type-post","status-publish","format-standard","hentry","category-jobs","category-nairobi","tag-british-council","tag-full-time","tag-job-listing","tag-myjobmag"],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/posts\/100265","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/comments?post=100265"}],"version-history":[{"count":0,"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/posts\/100265\/revisions"}],"wp:attachment":[{"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/media?parent=100265"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/categories?post=100265"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/jobs.dataaxisnode.com\/kenya\/wp-json\/wp\/v2\/tags?post=100265"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}