Grid girls, podium girls, ring girls, walk on girls, and octagon girls - they go by many different names. Whether it is Formula 1, boxing, darts, or UFC, such women, often dressed in revealing outfits, have historically been an integral part of many a sporting spectacle.

However, their ‘decorative’ presence is not without controversy. Critics argue that this promotes the objectification of women and reinforces outdated gender stereotypes. In 2018, reacting to this pressure, Formula 1 abandoned the practice of grid girls. Sean Bratches, then Managing Director of Commercial Operations, commented that the custom “does not resonate with our brand values and clearly is at odds with modern day societal norms.” 

Despite many sports organisations moving away from such practices, not all have followed suit. However, the introduction of new legal obligations in the UK to prevent sexual harassment in the workplace raises important questions about the future of such traditions. Will these new regulations specifically prohibit the use of ring girls and similar practices? And how will organisations navigate this legal minefield to ensure compliance while maintaining their brand identity and appeal to certain demographics? 

New duty to prevent sexual harassment

From 26 October 2024 all employers in the UK must take reasonable steps to prevent sexual harassment in the workplace.  The emphasis is shifting from simply dealing with incidents after they happen to taking proactive steps to prevent them occurring in the first place. This new anticipatory duty is designed to create safer, more respectful, and inclusive work environments. Crucially, what is "reasonable” may vary depending on the sector and size of the business.  The workplace is broadly defined in this context and may cover incidents offsite at a work event or even interactions on social media.  Although at the moment (see below), employers are not liable where employees are harassed by external parties, only by colleagues, this separate new duty to prevent sexual harassment does extend to the harassment of employees in the course of their work by anyone. It is also worth noting that the government has recently announced plans to strengthen the duty even further by requiring employers to take “all” reasonable steps. Quite what this more onerous formulation means in practice is yet to be made clear. 

To learn more about these new changes, join our webinar on 5 November – sexual harassment prevention: essential employer strategies to comply with the new law. 

Does the new duty effectively prohibit ring/grid girls?

No, but it does raise the stakes for those who employ them and arguably creates a higher risk environment for other staff employed to work at these sporting events too. 

The legislation does not purport to ban anything that sexualises women (or men). This would be difficult to enforce and would raise broader questions about how to define and regulate such issues within various industries. Instead, the extent of the employer’s duty is to take reasonable steps to prevent sexual harassment. The starting point in this will be to risk assess situations in which sexual harassment is most likely to occur and then to take proactive steps accordingly.   

Clearly ring or grid girls are in a more vulnerable position at work than most given the role they are being asked to perform, the attire they are required to wear, and the nature of the event (with alcohol and testosterone in abundance).  Arguably the presence of ring and grid girls may create a more dangerous environment for other female staff working at these events too – particularly those who are required to engage with spectators such as bar staff, security, and stewards.  That being the case, the new duty puts the onus very much on their employer to ensure those at risk are not harassed and feel properly protected. That might involve additional security, the presence of signage explaining the venue’s policy of zero tolerance of harassment and abuse towards staff, training for staff on how to deal with difficult situations, limiting opportunities for grid and ring girls to be in contact with the spectating public, and perhaps even a re-think of what attire may be appropriate.  Where incidents still occur, it is vital that lessons are learned, and measures are taken to minimise the risk of them happening again.   

It should be noted at this point that the definition of employee under the relevant legislation is quite broad and encompasses anyone employed or engaged to perform work personally. Even if the grid and ring girls are just engaged on a casual basis rather than being employed in the more traditional sense, they are likely to be covered by this legislation. The “employer” may not be the same entity as the promoter or the venue owner, so the employer will need to coordinate carefully with other relevant parties to ensure it is able to discharge its legal obligations effectively. 

What other steps can sports organisations take? 

1. A key measure is establishing clear, zero-tolerance anti-harassment policies that outline unacceptable behaviour and ensuring that these guidelines are effectively communicated to staff.
2. Regular training programs are another essential tool, helping employees, managers, and supervisors understand what constitutes harassment and how to report it.
3. Employers should create safe and confidential reporting mechanisms, such as hotlines or designated HR representatives, to encourage employees to come forward without fear of retaliation.
4. When complaints do arise, conducting prompt and thorough investigations to establish the facts is crucial. This will ensure that appropriate, corrective action is taken.
5. Active supervision and monitoring of workplace behaviour, especially in high-risk environments, can also help prevent issues from escalating.
6. Holding workshops and awareness campaigns to build a culture of respect and inclusivity amongst employees can further strengthen prevention efforts. Leadership must also visibly support these initiatives, demonstrating a commitment to maintaining a harassment-free workplace.  Contact our Head of Client Training, Lucy Hendley, or see our culture training brochure for details on how we can assist.

Third-party harassment

Other planned reforms recently unveiled by the government will include employer liability for harassment of its staff by third parties. Note that this will extend to harassment on grounds of other protected characteristics (such as race, sexual orientation, and disability) not just sexual harassment.  For instance, it could therefore extend to a black sportsperson being abused by spectators or a sportsperson’s sexual orientation being mocked by an opposing team.  This is particularly onerous for employers as they will obviously have much less control over third parties than over their own staff.  Employers may have a defence where all reasonable steps have been taken to prevent this, but that threshold will not always be an easy one to satisfy. 

This gradual expansion of legal rights and protections may eventually lead to ring and grid girls being phased out, as the liability risks may begin to outweigh the perceived benefits. However, for now the legislation stops short of mandating that, leaving the decision to individual organisations as they weigh the potential legal and ethical implications. 

The government’s proposal relating to third-party harassment is still subject to consultation and likely will not come in until 2026. Nevertheless, it is advisable for sports organisations to begin considering these issues now and to take proactive steps toward implementing the necessary changes. By doing so, they can better prepare for future challenges and demonstrate a commitment to fostering a safe and inclusive environment.

For a comprehensive checklist of the steps you can follow to help you to prevent harassment at work, or for further advice on how to deal with these upcoming changes, please reach out to your usual Lewis Silkin contact or a member of our Employment team.