A student who worked as a sales assistant has settled a sexual harassment case against her former employer JD Sports Fashion PLC for £65,000
A case supported by the Equality Commission for Northern Ireland has seen a student settle her sexual assault case against a former employer for £65,000. While studying for her A-Levels, Jayla Boyd worked part-time in a Belfast store of JD Sports Fashion PLC and was slapped on the bottom by her supervisor during a shift.
The harassment she suffered has since inspired her to study in a bid to help others, and she is now forging a pathway into law at university.
Jayla originally reported the incident to her manager that day but despite being told that CCTV had captured the event, the supervisor was allowed to continue working alongside her for the rest of the shift. During this time, Jayla said he approached her twice to try and talk to her. He also apologised for what he had done, explaining that it was “muscle memory”.
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Despite raising a complaint of sexual harassment, Jayla 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.
Jayla said: “Like most A-Level students, I was working in a part-time job to earn some money. I never expected this to happen to me. 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.
“I had to remain working with this male supervisor after he had sexually harassed me. Everyone deserves to feel safe and supported at work. I hope that by speaking out I can give others the confidence to challenge this type of behaviour.”
Upon her return, she says no return-to-work meeting was arranged. Jayla 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 and experienced further embarrassment during a staff training session. This led to a highlighted example involving a woman being slapped on the bottom by a supervisor being discussed. Jayla felt certain the example referred to her own experience, and she later resigned from her job.
A JD Sports Fashion plc spokesperson stated: “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.”
Since leaving the company, Jayla, now 18, has not returned to work, and instead, the experience has seen her now determined to help others as she pursues a career in law.
She said: “I am looking at potentially going into international human rights or something along those lines. “This has given me a little bit of fire in terms of not tolerating certain behaviours and knowing there is support there to help if needed. I want to help others and protect them, to ensure that they don’t go through something similar.”
Geraldine McGahey, Chief Commissioner, Equality Commission for Northern Ireland said: “This message is really important to employers and employees, particularly young girls who are just entering the workplace for the first time.
“Jayla should never have been in a situation where she had to continue working alongside the person who did this, especially when there was CCTV footage showing what had occurred. This kind of behaviour is unacceptable and should not be tolerated, the law actually prohibits it.
“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. We are here all the time, our advice is free and confidential, we will help those who need it and provide guidance.”
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