Victims of sexual harassment at work need better protection because their voices have been silenced by “corrosive” workplace cultures, a report has said.

The Equality and Human Rights Commission (EHRC) said it had discovered “truly shocking” examples of sexual harassment. It said firms should not use non-disclosure agreements to sweep sexual harassment under the carpet. There should also be a new legal duty on employers to prevent harassment or victimisation, as well as more protection for victims, said the EHRC. The report said managers should be given training on how to tackle any problems.

Rebecca Hilsenrath, chief executive of the EHRC, said: “What we found was truly shocking. There is a lack of consistent, effective action being taken by employers, and people’s careers and mental and physical health have been damaged as a result.” She added: “Corrosive cultures have silenced individuals and sexual harassment has been normalised. We under-estimate extent and we are complacent as to impact. We need urgent action to turn the tables in British workplaces, shifting from the current culture of people risking their jobs and health in order to report harassment, to placing the onus on employers to prevent and resolve it.”

TUC general secretary Frances O’Grady said: “Employers and government must take the practical steps set out by both the EHRC and the TUC to stamp out sexual harassment. The EHRC also highlight the role union reps have in supporting workers. If you have experienced sexual harassment, join a union today.” Unite national officer Siobhan Endean said action was needed beyond the EHRC recommendations. “The government must act to reintroduce the third-party provisions under the Equality Act as in many workplaces, in particular in customer facing roles, third party harassment is all too frequent,” she said. “The Conservative’s original decision to scrap these provisions was a gross betrayal of women in the workplace.” She added “if we are to make further progress in stamping out harassment which can be frequently deep seated in the workplace, then we urgently need to recognise the role of equality reps and to give them statutory powers to challenge behaviour.”