Harassment has spread to various corners of society, from Hollywood to everyday workplaces. Stories of harassment are all too common, and most of them go unreported. Victims often suffer in silence as they fear repercussion from the higher ups. Organizations that are tolerant towards workplace bullying are setting themselves up for long-term damage, both in terms of their reputation and loyal customers, not to mention the fact that it is morally corrupt and repugnant to let this behavior go unpunished.

There is a need for employers to manage workplace harassment since 90% of cases of harassment never get reported. But first, we need to define harassment in the context of the workplace.

Harassment is any physical or verbal assault based on sex, race, or religion.  It is not only immoral but also unlawful. Harassment may include slurs, offensive jokes, name calling, threats, intimidation, creating and sharing an offensive picture, and any other inappropriate behavior. Perpetrators often justify their actions by calling it ‘banter’ or ‘locker room talk.’ There is no justifying harassment in the name of ‘good fun.’

The gravity of the situation is such that even if an employer hears rumors about sexual harassment taking place at the office, they must investigate the case.

  • It can involve instances when friends of the targeted employee bring the issue to human resources if their friend is too afraid of going to HR.
  • This may include listening to gossip form employees.
  • It includes any instance when the employee doesn’t disclose the types of harassment that they witnessed.

Here’s How to Handle Harassment in the Workplace

  1. Make sure your employees are up to date when it comes to your organization’s policy regarding workplace harassment. Make it clear that it won’t be tolerated and cases will be investigated as soon as they occur.
  2. Give employees different methods in which they can make a complaint or formal change. The employee should have access to their managers, supervisors, human resource officers, CEO, president, and even company owner – unless they are the harasser.  A manager is a good option so long as they are not involved in harassment.
  3. Create a plan that covers a detailed guide on how to carry out investigations once the complaints are reported.
  4. Talk to the employee who complained and ask them to provide you with a detailed story in their own words. Ensure the employee’s complete and total safety from any retaliation from the higher ups. Take appropriate action based on the results of the investigation.
  5. Talk to potential witnesses in the same manner. The idea is to seek open-ended questions to corroborate with the employee’s allegations.
  6. Finally, interview the person accused of harassment. Listen to their interview carefully and compare it with witness and victim statements.
  7. Reach a conclusion based on all the information you’ve received. Consult with HR officers to see if you’re doing the right thing. Talk to your attorney to ensure your actions are based on evidence alone.
  8. Document the investigation from beginning to end.
  9. Strengthen your employee harassment policy to ensure this doesn’t take place again.

Need help in creating suitable harassment policies for your workplace environment? Get in touch with experts at JS Benefits Group for more information!