iStock
HR and H&S departments often don’t know how to react when employees cross the line. ROAR's Yasmine Mustafa explains how to respond to – and prevent – sexual harassment in the workplace.
Sexual harassment at work, or anywhere else, is a serious matter. There are several ways that your company can implement sexual harassment prevention programmes so that staff are fully aware of the procedures and know how to act in such a situation. Employers are responsible for maintaining a respectful and safe working environment by taking the appropriate precautions to stop workplace harassment, bullying or violence.
This goal is to ensure that no one must experience discomfort at work in the future. This programme can also create safer working environments for everyone and educate employees, helping them to become aware of such incidences.
What is sexual harassment?
We must first define what sexual harassment is to fully understand how to prevent it.
Sexual harassment could refer to any sexual behaviour that causes an employee to feel uneasy. Any unwanted sexual advances or behaviour that makes the workplace frightening or hostile is considered harassment. Sexual harassment comes in many forms, whether it is fondling a co-worker against their will or telling sexually explicit jokes.
Another crucial point is that sexual harassment does not discriminate between men and women. A man or woman can be sexually harassed, and it might come from either the same gender or the opposite gender. We can discuss measures to prevent sexual harassment now that we have a general understanding of what it is.
How is sexual harassment prevented?
A sexual harassment policy must be created and implemented to end workplace sexual harassment. When creating a policy, be clear that stopping such behaviour is the company's top priority.
Businesses must take steps to educate employees about the types of conduct they will not accept at work. Your company should review its harassment rules regularly and discuss these principles frequently throughout the year while enforcing the consequences if necessary.
Employees should receive a training session at least once a year. This session should define sexual harassment so that employees can fully understand it. It should also explain employees’ rights to a sexual harassment-free workplace and go over the complaints system.
Best practice is to train managers and supervisors separately from employees. Managers and supervisors should learn about sexual harassment through workshops and also how to handle complaints.
It is important that you continuously monitor the workplace and treat any complaints seriously. Talk to your staff members about the office atmosphere from time to time. Always make sure to ask for input because it is about their comfort level, after all. Do you see anything offensive or inappropriate in the workplace?
Discuss the situation with your superiors and try to maintain open channels of communication. Everyone’s complaint is a serious matter and should be taken seriously, with the claim investigated immediately. If the complaint is found to be true, you must respond in a timely and efficient manner.
How should you respond to sexual harassment?
Telling the transgressor to stop is the first step you should take if you experience sexual harassment at work. It may be uncomfortable, but the situation will only worsen if the offender is unaware of what he or she is doing. Therefore, try your best to convey to the employee that such behaviour is unacceptable.
Some workplaces can facilitate interventions using wireless panic buttons that alert managers to unwanted or uncomfortable situations.
Afterwards, be sure to notify management of the harassment and request that something is done to stop it. We urge you to file your complaint in writing, so that there is proof. If possible, bring a reliable witness with you when you file your complaint.
Get documentation proving that the employer has received your complaint, showing the date and time it was filed. Keep a copy of your complaint, and ask your employer to confirm in writing that they received it.
Before it can be held accountable, in most situations, the employer must be informed of the harassment and allowed to address the issue. Participate in the investigation of your complaint by the employer and take advantage of any corrective opportunity the company offers for prevention.
Benefits of sexual harassment prevention training
When your organisation implements a sexual harassment policy, you'll start to see many good things happening in the office. This strategy demonstrates to workers how much their employer cares about their safety while guaranteeing everyone works in a comfortable setting.
As a result, there is increased camaraderie, improved productivity, and more fun all around. Additionally, you will be able to recognise harassment both within and outside the office. Finally, you’ll be more knowledgeable about how to respond in these circumstances and even be able to demonstrate how the culprit has crossed the line – even if unintentionally.
With this policy in place, employees will be aware of the procedures and safety measures when an incident occurs. Employee training will soon affect both the workplace and the outside world.
Conclusion
With the information above, you and your team will know how to prevent and respond to sexual harassment in the workplace effectively. You can now implement a sexual harassment policy at work to ensure that your employees are in a safe and respectful working environment.
This policy instils the rules in employees and teaches them about the consequences of sexual harassment; this also helps them know how to respond to such behaviour and the necessary steps to follow when being harassed.
Because of their workplace training, those who were unaware of what harassment looked like or were too hesitant to report it may now have the courage to speak up about any such violations they have encountered.
Yasmine Mustafa is the CEO and co-founder of ROAR, a technology company dedicated to cultivating safer workplaces.