A teenage student working part-time at JD Sports has received a £65,000 settlement after a male supervisor slapped her on the bottom and later excused it as 'muscle memory'.
The Incident and Immediate Aftermath
Jayla Boyd was just 17 years old and studying for her A-levels when the incident occurred in July 2024 at a Belfast store. Her supervisor struck her on the bottom during her shift. Ms Boyd reported it to her manager the same day and was informed that CCTV had captured the event.
Despite this, the supervisor was permitted to finish the shift working alongside her. During that time, he approached her twice to apologise, repeating the claim that his action was due to 'muscle memory'. Ms Boyd felt deeply embarrassed and distressed by the entire episode.
A Flawed Company Response
Ms Boyd submitted a formal written complaint alleging sexual harassment. However, she was never formally interviewed about her experience. Feeling unsupported, she used annual leave to take time away from work.
Upon her return, no return-to-work meeting was arranged, and she received no updates on the investigation or the outcome of her complaint. To her further dismay, she discovered that personal information relating to the incident was visible to other staff on a manager's computer screen.
The situation was compounded when a training session later discussed an example of a woman being slapped on the bottom by a supervisor, which Ms Boyd believed referenced her own case, causing her additional embarrassment.
Legal Action and Employer Accountability
After eventually resigning, Ms Boyd pursued a case against JD Sports Fashion PLC with support from the Equality Commission for Northern Ireland. The company settled for £65,000 and acknowledged the significant upset, distress, and injury caused.
In a statement, Jayla Boyd said: '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.'
She added: '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.'
Expert Calls for Zero-Tolerance Policies
Geraldine McGahey, Chief Commissioner of the Equality Commission, emphasised the lessons for all employers. 'A zero-tolerance approach by employers to sexual harassment in the workplace will remind everyone how seriously it will be dealt with,' she stated.
She outlined key requirements for businesses:
- Ensure all staff understand acceptable and unacceptable behaviour.
- Have clear, accessible policies and procedures for reporting harassment.
- Train managers to handle complaints sensitively and use procedures correctly.
- Investigate all reports thoroughly 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... was promptly addressed in line with our policies. The individual involved is no longer employed by the company.'
The company confirmed it has made some process changes and is willing to liaise with the Equality Commission to review its policies further.
