Workplace harassment is behavior, conduct, statements or actions that are made about or to an individual or group, creating an uncomfortable work environment for the persons targeted, in addition to others who may be offended due to the need to witness the harassment although not necessarily targeted. Anti-discrimination laws use regulations prohibiting any discriminatory employment practices to address harassment. When an employee complains of harassment, it is often due to experiencing a hostile work environment. There are many ways in which employers can prevent and even eliminate harassment in the workplace through effective and comprehensive training methods, demonstrating a concern for providing a safe and comfortable working environment for their employees. Here are some steps that you can take as an employer against harassment in your workplace.
#1. Policies:
First of all, it’s important that all employees understand your stance on harassment and the potential consequences of conducting this type of behavior. And, it’s also important that employees understand what they should do if they feel that they are being targeted by workplace harassment and bullying. Write a policy which describes different types of harassment and, if possible, it should also provide some example scenarios to further explain what happens when unwelcome behavior and conduct crosses the threshold to harassment. You can purchase or commission a training video that depicts workplace harassment in addition to your policy. If you do this, make sure that any videos that you use are up to date and relevant to your particular industry.
#2. Get Legal Advice:
Before making your policy available to employees, it’s a wise idea to consult with your business’s attorney for professional legal advice. Ask them to review the policy for completeness and ensure that it clearly defines workplace harassment in accordance with federal, state and local employment laws. If you want further advice, you might also want to consider getting in touch with your district or regional office of the U.S. Equal Employment Opportunity Commission for further guidance on preparing your anti-harassment policy statements.
#3. Introduce Training Sessions:
If your company has or outsources a human resources department, speak to the department training specialist about developing a specialized training program which will specifically address harassment in the workplace. The training should be developed to be appropriate for employees at all levels. You can develop your own training program or look for programs that you can enroll employees into which are suitable.
Written policy statements will impact how much information is retained, so be sure to distribute copies of your company’s anti-harassment policy during training sessions.
#4. Make the Reporting Procedure Clear:
When putting together the training session, it’s not just important to clearly demonstrate what constitutes as harassment and what kind of behavior employees should avoid at work, but also the procedure for reporting, investigating and resolving any harassment complaints. Typically, the process will mean that the employee first addresses the complaint with their supervisor, and then the manager. If the employee does not feel comfortable discussing this subject with their superior, then they should be directed to the company’s employee relations specialist or another human resources specialist. In addition to detailing the reporting procedures for employees who feel that they themselves have been the victims of harassment, it’s also important to make sure that you are also clear about what employees should do if they feel that they have witnessed another employee being harassed, bullied or otherwise made to tolerate an unnecessarily hostile work environment at the hands of colleagues.
#5. Act Immediately Regarding Complaints:
Any complaints of harassment should be taken very seriously and acted upon immediately. These matters should be a top priority for all supervisors, managers, and HR staff particularly the employee relations specialist. Bear in mind that a large percentage of litigated harassment claims tend to include allegations that the employer spent time sitting on the complaint without taking the time to fully investigate it or take appropriate, immediate action. Remind all attendees at each training session that any investigations will require full cooperation from employees, alleged harassers and any witnesses.
#6. Ensure Training Sessions are Attended:
Ensuring that every employee has a chance to attend training sessions and improve their knowledge of workplace harassment and the procedure for reporting should be a top priority for you as an employer. It’s important to announce schedules for mandatory attendance at training sessions, but ensure that these are arranged with employee schedules in mind. If you have employees that work varied shifts or are working outside of regular business hours, then you should put together a timetable of training sessions that accommodate their schedules and make sure that it is easy for all employees to attend at least one. In addition, for this reason, training should be paid for employees who are attending outside of their usual working hours.
#7. Review Your Employee Handbook:
You should regularly review your employee handbook to ensure that your business’s stance on workplace harassment is included. In the human resources professional community, best practices suggest that the policy statement remains consistent with current employment laws and any applicable changes to legislation. If the anti-harassment policy was not part of the employee handbook until now, then you should write new handbooks and ensure that they are distributed to your entire workforce.
#8. Ensure HR is Available:
Ensure that your human resources department is available to answer any questions that employees may have regarding their training or any incidents of harassment. You should take the time to update and reissue the policy statement every year, and obtain a signed acknowledgement from every employee that attends training to indicate that they understand the company policy against harassment, and file signed acknowledgements.
#9. Encourage Communication:
Encouraging communication between not only employees but also employees and management is crucial for preventing harassment in the workplace. In many instances, employees do not come forward with harassment complaints as they are not sure where to go, how to go about filing the complaint, or whether or not they would be believed. Therefore, encouraging employees to communicate openly about all and any issues encountered in the workplace will translate to better communication regarding harassment.
#10. Adopt a No-Tolerance Stance:
It’s important to ensure that all employees are aware that as an employer, you do not have any tolerance for harassment and bullying in the workplace. Not only will demonstrating that you have no tolerance for this kind of behavior from employees discourage any individuals from harassing or bullying others at work, but it will also ensure that those who are at-risk or targets of this behavior feel safer and protected in the workplace. When employees are aware that harassment and bullying is something that their employer does not take lightly, they will be more likely to speak up if they feel that they are victims of this behavior or if they believe that they may have witnessed another employee being subjected to bullying or harassment.
Harassment and bullying in the workplace can lead to high staff turnover, serious legal complaints, and worse. As an employer, it’s your responsibility to ensure that you are clear about harassment in your workplace and make sure that employees are protected against this type of behavior.
