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Jayla Boyd, a student who balanced part-time work at JD Sports while completing her A-level studies in Belfast, has successfully resolved a sexual harassment claim against her former employer, receiving a settlement of £65,000. At just 17 years old, during one of her shifts, Ms. Boyd was subjected to inappropriate behavior when a male supervisor slapped her on the bottom. She expressed that the most distressing aspect was the lack of support she received from JD Sports following the incident.
JD Sports Fashion PLC acknowledged the harm caused and issued an apology to Ms. Boyd as part of the settlement. The company also agreed to collaborate with the Equality Commission for Northern Ireland (ECNI), which supported the case, to review and update its internal policies and procedures concerning workplace conduct. A spokesperson for JD Sports stated that the individual responsible was no longer employed by the company, and emphasized that the incident, which took place in July 2024, was addressed promptly in accordance with company policies.
Ms. Boyd reported the incident to her manager on the same day, and was informed that CCTV footage had captured the event. Despite this, the supervisor remained on duty alongside her for the remainder of that shift. During that time, he approached Ms. Boyd twice, apologizing and attributing his actions to “muscle memory.” Although she filed a formal written complaint, Ms. Boyd said she was never formally interviewed about what had happened. Feeling unsupported and upset, she used some of her annual leave to take time off from work, and upon returning, no meeting was arranged to facilitate her transition back to the workplace.
Further adding to her distress, Ms. Boyd stated that she was not kept informed about the progress or outcome of the investigation. She told BBC News NI: “I didn’t really ever hear much, I didn’t want to ask because I thought it was standard procedure that I was kept out of an investigation… I learned that wasn’t really standard procedure and I should have been involved.” She also raised concerns that her personal information related to the complaint was accessed by other staff members via a manager’s computer. Additionally, Ms. Boyd experienced embarrassment during a staff training session where a scenario similar to her own experience—a woman being slapped by a supervisor—was discussed. Believing the example was drawn from her situation, she ultimately decided to resign from her position.
Reflecting on the ordeal, Ms. Boyd said, “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.” She emphasized the unfairness of having to work alongside the supervisor who harassed her and highlighted the importance of safety and support at work. Ms. Boyd revealed that overcoming the stigma and worry about others’ perceptions took time, but she now feels empowered to speak out. “I hope that by speaking out I can give others the confidence to challenge this type of behaviour,” she explained.
Geraldine McGahey, Chief Commissioner of the ECNI, underlined the necessity of a zero-tolerance approach to sexual harassment within the workplace. She stressed that clear policies and appropriate training for managers are essential to ensure all employees understand what conduct is acceptable. McGahey added, “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.” The ECNI confirmed that JD Sports Fashion PLC has reaffirmed its commitment to equality of opportunity and agreed to work with the commission to review its practices moving forward
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