Sexual harassment is a critical issue for everybody, especially for every employee. Employers could be held responsible if someone gets sexually harassed at the workplace. Nevertheless, if they practice the right care to anticipate harassment, they will not be responsible. Therefore, read the following critical ways to prevent sexual harassment occurrences at the workplace.
Written Policy
The policy should define whatever sexual harassment is. It attempts to provide many clear examples that make it quite clear that sexual harassment can take many forms: unwanted physical contact; attempts to exchange sex for work-related benefits; lewd speech or offensive jokes, movies, pictures or graffiti; or some other mix. It should be clear that the purpose of the harasser does not determine whether the conduct constitutes sexual harassment. Whether the conduct constitutes sexual harassment depends on how the victim experiences it, not on whether the offender intended to harass.
The policy should state that workers may be victims of sexual harassment by harassers of either gender. The policy should be signed in a way that can be well communicated and understood by the ordinary worker. It should not contain legal language.
Grievance Procedures and Sanctions
The policy should inform employees how to record an objection by presenting sample complaint forms; where to file a complaint; designating the various staff persons who are responsible for receiving complaints. It should clarify what happens during the investigation and what happens after the investigation, indicating who is responsible for making the final decision if sexual harassment has occurred; what the likely penalties would be and that penalties for sexual harassment are bracketed and when the complaining party has the right to know the penalty chosen by the employer; and also how to appeal the organization’s verdicts.
Retaliation
The policy should strongly prevent retaliation and provide examples of exactly what constitutes retaliation.
Fairness and Safeguards
The policy should protect the rights of those involved. It should guarantee confidentiality to the extent possible.
Publicizing the Policy
Every new employee should receive a copy of the policy and should provide confirmation that they have read and understood it. But many companies leave it at that. If you want employees to be aware of the policy and understand that you are serious, there must be ongoing exposure. Provide a flyer that summarizes the policy.
Remind employees of the policy through reminders, articles in employee newsletters, at staff meetings, or through other means, you routinely use to communicate. Use posters about the policy and sexual harassment on employee bulletin boards; they should summarize the policy and indicate how to obtain additional information.
Training
Training and follow-up that describes sexual harassment and also its impact on the office environment is critical to preventing harassment and should be provided on an ongoing basis.
