A former part-time retail worker has received a £65,000 settlement from JD Sports Fashion PLC after a male supervisor sexually harassed her by slapping her on the bottom. The case, supported by the Equality Commission for Northern Ireland, highlights significant failures in the company's handling of the complaint.
Incident and Failed Response
Jayla Boyd was working at a JD Sports store in Belfast in July 2024 while studying for her A-levels when the incident occurred. She reported it to her manager immediately, and was informed that CCTV had captured the event. Despite this, the supervisor was permitted to finish his shift alongside her.
Ms Boyd stated that the man approached her twice during that shift to apologise, explaining his actions as "muscle memory". She subsequently filed a formal complaint of sexual harassment. However, she claims that while she provided a written statement, she was never formally interviewed about her experience as part of any investigation.
Compounding Distress and Resignation
The situation worsened due to JD Sports' subsequent actions, which left Ms Boyd feeling unsupported and distressed. She used annual leave to take time away from work, and upon her return, no meeting was arranged, and she received no updates on her complaint's progress.
She also alleges that her personal information relating to the case was visible to other staff on a manager's computer. During a staff training session, an example was discussed involving a woman being slapped on the bottom by a supervisor, which she felt certain referenced her own ordeal, causing her further embarrassment.
These cumulative failures led Ms Boyd to resign from her position. "The initial incident was embarrassing, but it was made worse because I felt like they were trying to ignore what had happened to me instead of dealing with it properly," she said.
Lessons for Employers on Workplace Safety
Geraldine McGahey, Chief Commissioner of the Equality Commission for Northern Ireland, which supported the case, emphasised the responsibilities of employers. "A zero-tolerance approach by employers to sexual harassment in the workplace will remind everyone how seriously it will be dealt with should any instances arise," she stated.
She stressed that employers must have clear, well-communicated policies and ensure managers are trained to implement them. Complaints must be investigated thoroughly and sensitively in a timely manner.
In a statement, a JD Sports Fashion spokesperson offered an unreserved apology to Ms Boyd for the significant upset caused. They confirmed the individual involved is no longer employed by the company and stated that the incident was "promptly addressed in line with our policies." The company added it is working with the Equality Commission to review its policies and procedures.
Ms Boyd hopes that by speaking out, she can encourage others to challenge unacceptable behaviour. "Everyone deserves to feel safe and supported at work," she concluded.
