Geraldine McGahey

Jayla Boyd worked part-time in a Belfast store while studying for her A-Levels. During a shift, Ms Boyd was slapped on the bottom by a male supervisor.

She reported the incident to her manager that day and was told that CCTV had captured the incident. However, the supervisor was allowed to continue to work alongside her for the rest of the shift.

Ms Boyd says he approached her twice during that time to talk to her and apologised for what he had done, explaining that it was “muscle memory”.

Despite raising a complaint of sexual harassment, Ms Boyd claims that while she made a written statement, she was not interviewed formally about her experience.

She says she felt upset and distressed that her employer failed to offer her support after the incident, so she used some annual leave to take time away from her job.

Upon her return, she says no return-to-work meeting was arranged. Ms Boyd says she wasn’t updated about the investigation or outcome of her complaint. She also believes that her personal information relating to the incident was seen by other staff on a manager’s computer.

Ms 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 the example referred to her own experience. Ms Boyd later resigned from her job.

In settling the case, JD Sports Fashion PLC acknowledged and apologised for the significant upset, distress, and injury to feelings experienced by Ms Boyd.

The company reaffirmed its strong commitment to the principle of equality of opportunity. It has also agreed to liaise with the Equality Commission to review its policies, practices and procedures.

Geraldine McGahey, chief commissioner of the Equality Commission for Northern Ireland, said: “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.

“In order to prevent it, employers must ensure that all staff know what behaviour is acceptable, and unacceptable, in the workplace.

“Employers must have clear policies and procedures in place to deal with harassment, and managers must be trained to use them appropriately.

“This type of behaviour must be investigated thoroughly, with the complaint dealt with sensitively and in a timely manner.”

A spokesperson for JD Sports Fashion plc said: “We apologise unreservedly to Ms Boyd for the significant upset caused.

“This incident occurred in July 2024 and was promptly addressed in line with our policies. The individual involved is no longer employed by the company.

“We work hard to create an environment where all colleagues are treated with dignity and respect in the workplace and whilst we have already made some changes to our processes, we welcome the opportunity to liaise with the Equality Commission to further review our policies, practices and procedures.”