While a lot has recently been done to minimize workplace disturbances, harassment in the workplace is still a serious problem for people all over the globe. As an employer, it is your primary duty to protect your employees from cases of harassment and to give them a safe and potentially secure workplace to work in.
In this article, we have put together a few steps that can help you manage and reduce cases of harassment in the workplace. Go through these steps and give your employees the protection they so require.
Know What Harassment Is
Before you proceed with the steps, you should first know what harassment actually is and what comes under it. Harassment is a term used to point toward unwanted behavior or conduct that violates someone else’s dignity. The actions can create an intimidating, offensive, degrading, humiliating or hostile work environment for all involved. Every person has the right to determine what behavior constitutes as harassment to them.
This actually means if an individual finds certain behavior to be unacceptable, they can say so and get the response they require. People can be subjected to harassment on sexual orientation, gender, race, age, religious beliefs and disability grounds.
Have a Zero Tolerance Policy
Organizations should have a zero-tolerance policy for harassment in the workplace and should communicate the same to their employees. Employees should know that harassment is scorned upon, and repercussions will follow once something of the sort is reported.
Examples of harassment in the workplace include:
- Threats of sexual violence,
- Offensive jokes,
- Lewd comments,
- Unwanted physical contact,
- Speculation about someone’s private life,
- Offensive pictures,
- Deliberately isolating a colleague.
Be Accessible and Vigilant
None of the policies you set and the steps you take to manage harassment in the workplace will amount to much if you aren’t vigilant on policies and aren’t accessible round the clock. Encourage employees to report all kinds of behavior they find intimidating and to not let it slide by. You should also have a helpline or chat support options to assist employees when you aren’t available in person.
Investigate in an Unbiased Manner
There’s no room for bias in harassment hearings. Organizations should approach the topic in an unbiased manner and should make sure that they don’t let such cases slip by unnoticed. Do not ignore complaints from employees, even if you’re unable to find any substance in them.
We at JS Benefits Group have worked with numerous clients to manage harassment in the workplace and how to build an inclusive workforce. You can get in touch with JS Benefits Group immediately to discuss and devise a plan.
