7 years after #MeToo – what’s changed?

News
Joanne Swann
A person in a white shirt sits with a thoughtful expression, their gaze distant, while another offers support with hands gently resting on the shoulders. In the background, someone scrolls through their smartphone, possibly engaging with #MeToo stories.

The #MeToo movement exposed the grim truth of workplace sexual abuse and harassment, but seven years on, companies still struggle to support their female employees adequately.

According to the TUC, 58% of women in the UK—and 62% of women aged 25-34—have faced sexual harassment, bullying, or verbal abuse at work. Despite new laws, such as the Worker Protection Act coming into force this month, which makes employers responsible for preventing harassment, the question remains: will it make a difference?

The NHS has struggled with harassment for years. Despite campaigns to address the issue, 55% of women in the NHS feel vulnerable, and 42% wouldn’t report harassment if it occurred. In the armed forces, reports of widespread abuse against female personnel continue, with insiders saying intimidation prevents victims from speaking out. Toxic power structures in institutions like the Royal Navy, RAF, police, fire, and ambulance services have let harassment persist unchecked.

In education, the numbers are no better—62% of female students at UK universities have faced sexual harassment, and many don’t report it out of fear or disbelief. These figures represent thousands of women whose experiences are downplayed or ignored.

If this culture of silence persists in public services, what hope is there for the private sector? Harrods, for example, is the latest employer to face allegations of a toxic environment where HR has been complicit in covering up abuse, leaving victims with no safe recourse. Like McDonald’s, this shows that harassment remains rampant even in prominent institutions.

Despite existing laws, the Fawcett Society found 79% of affected women don’t report harassment. Why? Fear of retaliation or a belief that nothing will change. Many victims are also gaslit, unsure if what they experienced was even harassment.

The Worker Protection Act, effective this month, legally obliges employers to prevent harassment, requiring proper reporting mechanisms, employee training, and standalone harassment policies. But will businesses take the law seriously, or will they just tick boxes without real change?

Ruth Sparkes, co-founder of SaferSpace, believes it’s time for leadership to take responsibility. She recalls her first experience of harassment at 17:

It’s not enough for companies to claim a ‘zero-tolerance’ policy. We need to see action—and real consequences for those who enable abuse. Too many organisations still prioritise damage control over staff safety. Real change demands real commitment. The Worker Protection Act is a massive step forward, but it’ll take more than legislation to tackle this issue.

Ruth Sparkes, co-founder of SaferSpace

Will the UK finally protect its workers and students, or will this be another missed opportunity? Seven years after #MeToo, this is a question we shouldn’t still need to ask.

Joanne Swann, Content Manager, WorkWellPro
Editor at Workplace Wellbeing Professional | Website |  + posts

Joanne is the editor for Workplace Wellbeing Professional and has a keen interest in promoting the safety and wellbeing of the global workforce. After earning a bachelor's degree in English literature and media studies, she taught English in China and Vietnam for two years. Before joining Work Well Pro, Joanne worked as a marketing coordinator for luxury property, where her responsibilities included blog writing, photography, and video creation.

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