Legal update – Government to Treat Extreme Misogyny as a Form of Extremism in New Counter-Extremism Strategy

22 August 2024

The UK government is set to take a firmer stance on extreme misogyny by classifying it as a form of extremism under its upcoming counter-extremism strategy. Home Secretary Yvette Cooper has commissioned a review of the current strategy to better address the rising threats posed by harmful ideologies, including the increasing hatred of women. This move reflects growing concerns about the role of misogyny in radicalisation and violence, particularly among young people.

Yvette Cooper highlighted the rise of extremism “both online and on our streets,” warning that it threatens the very fabric of British communities and democracy. The review will examine the resurgence of both Islamist and far-right extremism in the UK, as well as broader ideological trends like extreme misogyny. By mapping and monitoring these extremist trends, the government aims to disrupt and divert individuals from these dangerous paths.

The decision to classify extreme misogyny as a form of extremism under the UK’s new counter-extremism strategy could have several implications for employment law. Here’s what it might mean:

1. Enhanced Workplace Policies Against Discrimination and Harassment

Employers may need to revisit and strengthen their workplace policies on discrimination, harassment, and bullying to ensure they adequately address issues related to misogyny. With the government classifying extreme misogyny as a form of extremism, there could be an increased emphasis on preventing and addressing gender-based hostility in the workplace. Employers may need to adopt stricter policies and provide more comprehensive training to employees about the dangers of extreme misogynistic beliefs and behaviours.

2. Stronger Enforcement of Anti-Discrimination Laws

Existing laws like the Equality Act 2010 already protect employees from discrimination based on gender. However, with the new focus on extreme misogyny, there could be stronger enforcement of these laws, particularly in cases where misogynistic behaviours or ideologies are seen as contributing to a hostile work environment. Employers might face greater scrutiny and legal consequences if they fail to address extreme misogynistic attitudes or actions within their organisations.

3. Duty to Prevent Radicalisation

Employers, particularly in sectors where there is an elevated risk of radicalisation, such as education, social services, or tech companies, might have a heightened responsibility to monitor and prevent the spread of extreme misogynistic ideologies. This could include implementing more robust measures to identify and address radicalisation early, including providing support to employees who might be at risk of being influenced by such ideologies.

4. Impact on Recruitment and Background Checks

Employers may need to be more vigilant in their recruitment processes to ensure they are not hiring individuals with extreme misogynistic views that could disrupt workplace harmony or pose a risk to other employees. This could lead to more thorough background checks and vetting processes, particularly for roles that involve significant interaction with vulnerable groups or the public.

5. Increased Liability for Employers

With extreme misogyny being classified as a form of extremism, employers could face increased liability if they are found to be negligent in addressing such behaviours. This could manifest in legal claims for failing to protect employees from a hostile work environment, or for not taking appropriate action against employees who promote extreme misogynistic views.

6. Enhanced Whistleblowing Protections

Employees who report extreme misogyny or related behaviours in the workplace may benefit from enhanced protections under whistleblowing laws. Given the serious nature of extremism, there may be a push to ensure that those who expose such behaviours are protected from retaliation and that their claims are thoroughly investigated.

7. Training and Education

There will likely be a greater emphasis on training employees about the dangers of extremism, including extreme misogyny. Employers may be required to provide regular training sessions on how to recognise and respond to misogynistic extremism, similar to training on other forms of extremism or workplace harassment.

Conclusion

The classification of extreme misogyny as a form of extremism under new government plans is likely to have significant ramifications for employment law. Employers will need to take proactive steps to prevent and address misogynistic behaviours and ideologies in the workplace, ensuring compliance with anti-discrimination laws and protecting employees from the harms associated with extremism. Failure to do so could result in increased legal risks, including liability for fostering a hostile work environment. As the government develops and implements its new counter-extremism strategy, it is crucial for employers to stay informed and adapt their policies and practices accordingly.