How to Deal With Harassment in the Workplace
Employee safety and comfort is one of the fundamental principles of running a successful business. When your employees are not in a good state, it will jeopardize your business operations and significantly influence your long-term plans. It is your duty as an employer to provide a safe environment for your employees against such an occurrence. The steps below offer a practical approach to dealing with the matter.
The Assurance
As an employer, it is paramount to have a statement that assures your employees you have their backs against workplace bullying and harassment. Remind them that they have a right to a safe and conducive environment free from physical, verbal, or any other form of harassment at work. It takes a proactive step in giving your employees assurance that no matter the circumstances, nobody has the right to infringe on others by harassing them.
Additionally, insist on any support to anyone who comes in front to report on the incident. Let the employees know that they will not face any discrimination or threats in keeping the matter under wraps once they say it.
Protection
Inform your employees that you will take active steps against the harassment. It translates to providing a cushion for any victim of the incident. You can also facilitate training methods to let employees know how harassment incidences look like in different situations.
Highlight What Sexual Harassment Entails
Educate your employees about’ possible incidences of sexual harassment. Sensitize how uncomfortable and unwelcoming such habits could be. Also, inform them of any racial, gender, ethnic, tribal, age, religion, or even political negative advances on harassment in the workplace that they may face from another party. It is also paramount to let them know that it can come from either a fellow employee or even management. Nevertheless, they should not hesitate to report the matter.
It can also manifest as threats that affect their current or future employment, but they should report it immediately. Also, include possible physical and emotional harassment scenarios they could experience and how they should instantly recognize it. Furthermore, it is also essential to inform your staff about the different techniques that would warrant workplace harassment. Let them know that willingness on both parties would not suffice in a claim.
The Reporting
Put strict, useful, and practical measures to uphold any reporting that employees might bring up. It should be a seamless process that ensures employees have no fear of coming up to you and other relevant officials and reporting the incident. The system should be straightforward without infringing on any employee’s rights. You can ask them to make verbal or formal complaints in writing, describing the nature of the harassment for the proper actions to follow suit.
The Investigation
Another essential aspect of harassment claims at work is the promise to use the necessary resources to uncover the incident. Additionally, it would be best if you also remembered to fulfill the statement in your protection policy on such an incident when the employee comes forward.
In such a scenario, carefully have a seat down with the victim and address the scenario. Confirm the date, time, location, and even the name and department of the perpetrator. Please remember to be considerate in your approach. You can also inquire from any witnesses present and interview them separately to establish the case’s validity. It will help you select the storyline of the incident in an independent and realistic approach.
Additionally, it is also ideal to call in the accused independently and interview them concerning the incident. Remember to be objective and hear both sides before pursuing any action.
Disciplinary Measures
In your statement policy, elaborate on how you will take disciplinary actions against perpetrators of any form of harassment. Therefore, if you investigate such a claim and find the accused is guilty, be sure to follow up on your word and uphold disciplinary action. It will issue a stern warning against anyone who is in line with such action.
The disciplinary measures also include anyone who has come up with falsifying claims to ruin anyone’s reputation.
Confidentiality
In your policy, always highlight you will protect the identity of the victim. The case shouldn’t be any different unless circumstances need the victim’s name to come upfront in the investigation.
Additionally, always remember how training your employees on harassment types at work is the right call in ensuring they have a safe environment. Plus, also promote interactions by engaging forums highlighting against such behaviors. With the proper training, they can approach management effectively without ridicule or fear of stigmatization or discrimination.
Gradually, you will recognize how it helps you create the right workplace environment to achieve your business objectives. Plus, it will also give your customers confidence in knowing you promote employee safety.
