You have most likely heard stories about sexual harassment allegations if you have worked in any formal or informal setting. The sad part is that this type of human rights violation is becoming more common across industries and geographies. This pandemic not only affects employees, but it can also cause significant damage to a brand. As a result, most cooperatives have taken the initiative to provide specific training programs to ensure a harassment-free workplace.
Make it a Priority at Work
Employers should make it clear that sexual harassment in the workplace is not tolerated. They should also be more hands-on in educating employees about the types of behavior that are not permitted in the workplace.
Furthermore, the company should review and update its harassment policies on a regular basis, as well as communicate about them and their principles. These should be done at all company meetings on an annual basis. Furthermore, regardless of rank, each employee should be aware of the consequences of violating these policies.
Awareness about what Sexual Harassment really is
It may appear that everyone understands what sexual assault is, but this is not always the case. The employer must educate employees on what behaviors are considered inappropriate. This human rights violation act includes a variety of undesirable actions and behaviors such as watching or displaying dirty content, making sexual contact, blowing kisses, winking and requesting sexual favors. When such behaviors go unchecked, they not only lower the victim’s self-esteem but also harm the working relationship.
Maintain a Positive Attitude During Training Sessions
Training is a critical component of eliminating sexual assault in the workplace. This approach, however, may be ineffective if it focuses on the negative. Employees may react negatively to outright assumptions that they are responsible for the offence or insinuations that they are untrustworthy. Without focusing on the negatives, one must devise a healthier way of conveying the message.
To Educate, Avoid Using Excessive Legal Jargon
While it is necessary to discuss the rules and principles relating to this human rights violation, a heavy emphasis on the subject may not be well received by employees. Employees may be uneasy if you threaten them with employment laws and regulations. Using legal jargon to educate employees on acceptable workplace ethics may lower employees’ behavioral standards and may imply that if something isn’t labelled illegal, it’s acceptable, which is incorrect.
Recruit Employees to Ensure a Harassment-Free Workplace
It may not be feasible for the human resource manager to monitor employees’ behavior around the clock. Companies, on the other hand, can increase the likelihood that signs of sexual assault attempts will be noticed, reported, and interrupted if they train employees to be good witnesses. Sexual harassment in the workplace must be avoided by all employees. Every member of staff is expected to report any incidents and to assist victims of sexual assault. Providing resources and training programs to assist employees in taking appropriate actions is critical in ensuring a safe and respectful working environment.
Social Motivators
Employees are more likely to listen to their core employees because they share similar values as their human resource manager. As a result, organizations can enlist a group of employees as social motivators to help reduce workplace harassment. Learn about your company’s most influential employees and use them to educate others on good work ethics.
When Problems Arise, Act Quickly
In addition to educating employees on acceptable work ethics, inform them of the disciplinary measures that will be implemented if any of these work ethics are violated. It is also critical that human resource managers respond to harassment reports as soon as possible and plan consultancy with a Los Angeles sexual harassment lawyer.
This will encourage more people to report such incidents. It will also deter employees from causing harm to their coworkers. Similarly, regardless of position, every offender should be held accountable for their actions.
Wrapping up
While there are many cases of sexual harassment in most workplaces, the prevention measures outlined above can help to reduce this destructive monster at work. These measures can also aid in the creation of a supportive and respectful business environment. Sexual harassment training is one of the most effective methods that employers use to reduce workplace harassment. Employers, on the other hand, cannot create a harassment-free workplace on their own. Employees must also play a role by reporting any issues that arise and intervening to stop any signs of harassment. Furthermore, they should be willing to empathize with those who have suffered without passing judgement.
