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Stopping sexual harassment in the workplace is crucial for creating a safe and inclusive environment. To effectively stop sexual harassment, HR can implement proactive measures that protect and support all employees.
By establishing clear policies, providing comprehensive training, and fostering a culture of accountability, HR plays a vital role in preventing harassment. It thus creates a safe working environment that empowers employees instead of isolating them.
Stop Sexual Harassment at Worplace
Here are seven ways HR can help stop sexual harassment in the workplace.
1. Go Beyond Training
Stopping sexual harassment in the workplace requires more than just training sessions. It demands a proactive, ongoing commitment. Training should be seen as a supportive tool, not just a one time solution or a punitive measure.
For example, Starbucks recently closed every single location in the middle of the day for a class on cultural sensitivity. While it’s commendable that the company addressed the issue, it would have been even more effective if there had been an ongoing conversation about this topic, rather than an emergency shutdown of all stores.
Similarly, preventing sexual harassment requires continuous dialogue and awareness. Moreover, HR’s role in integrating training into regular practices is crucial. This includes ongoing education, open discussions, and clear policy communication. Leadership commitment is also vital; when executives model respectful behavior and participate in training, they reinforce these values and set a strong example. This approach helps create a supportive environment where harassment is less likely to occur.
The Prevention of Sexual Harassment (POSH) Act, implemented in India in 2013 not only provides legal recourse for victims but also emphasizes the importance of creating a workplace culture where harassment is not tolerated. Compliance with this act is essential for organizations committed to maintaining a safe and inclusive environment for all employees.
2. Have No Tolerance for “Whataboutism”
“Whataboutism” is when someone tries to change the subject by bringing up other issues instead of dealing with the one at hand. For instance, if we are talking about sexual harassment and someone starts talking about other problems, it can derail the conversation. This tactic thus makes it harder to focus on stopping harassment and supporting victims. To address sexual harassment effectively, we need to stay on topic and deal with the issue directly.
When faced with “whataboutism,” it’s important to stick to the main issue. Hence, instead of getting sidetracked, we should keep our attention on how to prevent harassment and create safer environments. This approach not only addresses the immediate concerns but also positively impacts the overall employee experience by fostering a culture of respect and accountability. By focusing on the core issues, we ensure that the problem of sexual harassment is tackled properly, the voices of those affected are heard, and a more respectful community is built.
3. Have No Tolerance For Harassment, and Even Less For Retaliation
On her podcast “Unqualified,” actress Anna Faris shared a troubling story about a movie set incident. Specifically, a crew member slapped her from behind with such force that it was clearly audible to everyone present. Consequently, Faris felt pressured to downplay the incident, knowing that stopping the production for a formal investigation could lead to job losses for the many actors and crew members involved.
Thus, this situation highlights a common dilemma in the workplace: whether it’s worth speaking up when it might have broader consequences.
4. Make It Easy to Report Harassment
Ensure that your company has multiple methods of reporting sexual harassment, including anonymous reporting. Be sure that whatever these avenues are, they should be well-known to the employees. For example, include these methods in your employee handbook, on your website, and on your local intranet. On a related note, make it clear that there is no such thing as a high threshold for harassment.
Have an internal committee in your organization that can address complaints of sexual harassment in a fair and unbiased manner. Anything that makes an employee uncomfortable may be reported. This goes from the classic “Sleep with me or lose your job” harassment to staring and unwanted, “accidental” touching. Early action on small acts may prevent a future larger one.
5. Be Proactive to Stop Sexual Harassment
Being proactive in addressing sexual harassment in the workplace involves establishing and enforcing a comprehensive policy that sets a zero-tolerance standard for inappropriate behavior.
Specifically, this policy should clearly define harassment, outline reporting procedures, and detail the consequences of violations. By communicating this policy effectively to all employees and providing regular training sessions, the organization ensures that everyone understands the expectations and knows how to report concerns. Consequently, this proactive approach not only helps prevent harassment but also fosters a culture of respect and accountability within the organization.
Moreover, implementing a robust support system for victims is crucial. This includes offering confidential counseling services, creating a safe and accessible reporting mechanism, and ensuring that any complaints are taken seriously and investigated promptly. Additionally, regularly reviewing and updating the policy to reflect current best practices and legal requirements is essential for maintaining effectiveness. By staying vigilant and responsive, the organization can address potential issues before they escalate and create a workplace environment where all employees feel safe and valued..
6. Set Clear Company Norms from the Start and Lead by Example
Setting clear company norms from the start is crucial for preventing sexual harassment in the workplace. Establishing a zero-tolerance policy and clearly defining unacceptable behaviors ensures that all employees understand the expectations from day one. This foundational clarity further helps to create a culture of respect and accountability, making it clear that harassment will not be tolerated.
Leading by example is equally important. When senior leaders and managers consistently demonstrate respectful behavior and uphold the company’s anti-harassment policies, they set a powerful example for the entire organization. This top-down approach thus reinforces the importance of the norms and helps to foster a positive and safe work environment for everyone.
7. See Beyond Labels and See People
This article has probably made you imagine a heterosexual male harassing a female. It is also equally important to recognize that anyone can be a victim of harassment.
For instance, LGBTQ employees and high-ranking straight men are also at risk. To effectively address harassment, it’s crucial to approach every report with an open mind and impartiality, focusing on the facts of each case rather than assumptions based on stereotypes. This inclusive perspective ensures that all individuals are treated fairly and that a truly safe and respectful workplace is thereby maintained.
If there is one goal for HR departments, it is that they are seen as “the good guys,” and not looked at as another obstacle. HR within a company should do everything they can to be seen as a place to go to for help, not the department that keeps employees from reporting sexual harassment. They should, ideally, be seen as quick to act, but still impartial. If an issue is resolved with the accuser, and if ever possible, even the accused, thinking, “That was fair,” HR has done its job well.
Conclusion
For HR departments to be seen as supportive allies, they should strive to be a trusted resource for reporting concerns. By acting swiftly and impartially, HR can build trust and credibility. Ultimately, creating an environment where fairness prevails is essential to effectively stop sexual harassment and support all employees.
