It is wrong that workplace harassment can have legal consequences.Whether you are the big boss or just hired, you have an obligation to stop harassment.This article starts by listing important measures to take if you are in a leadership position, and then lists strategies that any and every worker should take to combat this workplace plague.
Step 1: Don't assume people know what harassment is.
If you are in a leadership position that involves setting harassment policies, make sure that they follow the laws in the place where you do business.Use clear language when drawing up your policies.The Canadian government defines workplace harassment as improper conduct by an individual that is directed at and offensive to another individual in the workplace, including at any event or any location related to work, and that the individual knew or ought to have known.There are objectionable act, comment, display, and any act of intimidation that can cause personal humiliation or embarrassment.
Step 2: Workers can be educated with interactive tools.
It sounds like a plot point from an episode of The Office.There are ways to inform and educate your workforce about harassment policies.It is important to make the process interactive instead of just sending out a memo.Make sure to provide plenty of opportunities for workers to ask questions, both in group settings and individually, but also lay out the policies in writing and in detail.Instead of doing a single marathon training session, consider breaking the process into multiple, shorter components.Signing their name to a document confirms that everyone understands the policies.
Step 3: Follow the law and company policies.
Make sure everyone is aware of the reporting procedures.It's a good idea to let people know who they can go to and how to make a complaint.In order to report harassment, don't make employees jump through hoops.It is recommended that workers put their harassment complaints in writing and present them to their HR representative.All reports of harassment will be taken seriously regardless of the official procedures.If an employee reports harassment in writing to their supervisor, make it clear that this report won't be ignored.
Step 4: There is a fine line between being rigid and flexible.
Disciplinary action related to harassment should be proportional.Make it clear that each situation will be considered individually and set clear guidelines for the types of corrective action that can be expected.After verbal warnings, corrective actions could include training sessions, suspensions, transfers, and firings.
Step 5: You should watch out for indirect punishments as well.
You should protect the complaint-maker from reprisals due to a legitimate complaint.They should not be punished by the corrective actions that are directed towards the harasser.Flexibility in your response is important.If you suspend the harasser as your blanket approach, you could end up punishing the complaint-maker by increasing their workload.Replacing the harasser with another team member might be more appropriate.Making the entire workforce go through an extended workplace harassment "refresher course" might lead other employees to blame the complaint-maker.Instead, you could have the person go through specific training and carry out company-wide courses on a regular schedule that isn't tied to any particular complaint.
Step 6: You can help build a culture of respect in your workplace.
If you are the CEO or an office temp, you can show others that harassment is not acceptable by treating them with compassion and understanding.Don't engage in personal attacks when disagreements arise, remind yourself to disagree respectfully.Don't make comments or jokes that might be offensive.Understand those around you.It is not possible to prevent all harassment through your own actions, but you can help create a workplace culture that values mutual respect.
Step 7: Call out harassment if you are the target.
Confront the harasser as soon as possible and be firm but calm with them, even if you aren't the one being harassed.Be specific about the inappropriate behavior.There was a joke about Anne's appearance.It's offensive to her and damaging to all of us when that type of behavior goes on in this office.We all deserve a workplace free of harassment like that.
Step 8: Harassment can be subtle.
You won't always catch the harasser in the act of making a crude joke, and the target of the harassment will not always report it.You can still see signs of problems in the workplace culture.There are signs that indicate harassment in the workplace.Communication and cooperation between workers decreased.There was a development of workplace cliques.There have been more complaints about issues that may not be related to harassment.There areturf wars among individuals or groups.
Step 9: When appropriate, assume this role.
It is always a good idea to report and go through the proper channels.You may be able to serve as a third-party mediation in isolated cases.You should always support the person being harassed and make sure that this is what they want.Anne was being teased by your other co-worker Tom.If you pull Anne aside, ask if she would like you to help resolve the issue.If this is what she wants, you can facilitate a discussion between Tom and Anne that identifies the inappropriate behavior and ensures it doesn't happen again.Anne has the right to say no to your offer and to report the harassment.
Step 10: Your support can range from encouragement to a witness statement.
If a co-worker confides in you that they are being harassed, let them know that it isn't their fault and it should not be allowed to continue.If you have actually seen the harassment take place, offer to co- file the complaint or make a witness statement.Targets of workplace harassment are often isolated.Make sure people in this situation feel like they have someone on their side.