Strategies for Preventing Sexual Harassment in the Workplace

Every day, hundreds of headlines regarding sexual harassment claims can be found by simply searching for “sexual harassment” and then clicking on the “News” link. The examples are from various fields and regions, demonstrating how little has been done to combat sexual harassment on the job.

Although no company likes to admit that sexual harassment exists inside its walls, the sad fact is that sexual harassment has far-reaching consequences. Reports in the media appear to emerge regularly, with one firm or notable people at a time receiving publicity that may have disastrous effects on their brands, both in terms of customers and employees.

No business can afford to ignore the importance of providing a harassment-free working environment for its employees. Although many companies have invested time and resources into teaching employees and enforcing anti-harassment policies, sexual harassment in the workplace has persisted for decades. Unfortunately, the majority of past efforts by businesses to combat harassment have failed. To make matters worse, some of the training meant to avoid sexual harassment backfires and makes things worse.

Employers may successfully reduce the possibility of harassment and guarantee a secure, harassment-free workplace for everybody by adopting a new strategy for preventing sexual harassment in the workplace. Some suggestions are provided below for dealing with sexual harassment in the workplace.

Send a Loud and Clear Message That Stopping Sexual Harassment Is a Top Company Goal

Since its inception, the #MeToo movement has brought to light many instances of sexual harassment. Consequently, workers have started to appreciate the value of initiative on the job. Workplaces are responsible for advising and instructing their employees about the kinds of conduct that will not be permitted. Harassment rules should be reviewed often by organizations. They should also regularly remind employees of the traditions and values they represent, not only at the beginning of the year or during formal training programmes but throughout the year in all-staff and smaller team meetings, internal corporate communications, and other settings.

However, not all forms of interaction are the same. Research shows that a neutral tone in communications is counterproductive when trying to prevent sexual harassment in the workplace. Instead, clear and direct statements that sexual harassment prevention is a top priority for the company and that any employee who violates the policies against it will be held accountable are essential. Finally, these messages must originate from leaders across the firm, particularly senior executives and not simply HR, for maximum impact. Managers and staff will comply if they get consistent and genuine messages from the company’s leadership that sexual harassment prevention training is a top priority.

To prevent sexual harassment, employees and management must know what it is and how to report it.

Although it may appear self-evident that sexual harassment in the workplace is unacceptable, companies still need to take measures to ensure that all employees know what constitutes such conduct. The issue is not limited to extreme cases of unwanted physical contact. Harassment of a sexual nature can take many forms, such as offensive comments or gestures, the exposure of others to sexually explicit material, etc. Employees will better grasp how to avoid future sexual harassment claims if they know that such conduct is not tolerated.

Sexual harassment, no matter how subtle, is never acceptable. So educating executives, managers, and employees about them are crucial. If not addressed, these seemingly minor incidents can have a devastating impact on workplace relationships and morale, and they can even snowball into more severe forms of harassment.

Reduce the Legalese

A heavy emphasis on the rules and regulations of sexual harassment may be a swift deterrent for workers, just as negative advertising fails to connect with them. Indeed, these concerns must be addressed to maintain legal compliance. However, you shouldn’t rely on them as the only basis for your training and communication activities to prevent sexual harassment. Since most workers aren’t employment law specialists, using legal terminology to define what constitutes appropriate behaviour in the workplace and utilizing case law fact patterns to guide everyday activities might lead to lowering standards. It may send the message that it’s all right to say or do anything as long as it’s not against the law.

Instead of emphasizing the identification of legal infractions, an emphasis on professional, polite conduct is more likely to engage and persuade workers and supervisors. Therefore, it is essential to incorporate legal compliance information when needed by law and provide extra advice and examples that represent a higher standard: your company’s values, policies, and culture.

Preventing sexual harassment training should have a positive tone.

Employees do not react well to hints or direct assertions that they’re doing anything wrong, can’t be trusted, or are presumed to have engaged in undesirable behaviours. When workers get sexual harassment training, they may interpret the emphasis on “what not to do” as a signal that they may be a contributing factor; that is, they would engage in harassing behaviour if left to their own devices. Prevention studies have shown that an upbeat approach is more effective in getting the point through and getting workers invested in making the workplace more conducive to success.

Far more effective than a “stick” approach that focuses on bad behaviour and consequences to be avoided is vivacious messaging that assumes employees want to do the right thing, engages them to be a part of the solution to harassment in the workplace, and motivates them to help promote a respectful culture.

Respond quickly and firmly to problems when they arise.

Suppose workers believe nothing would be done in the event of sexual harassment complaints. In that case, they are less likely to disclose such instances, and potentially harmful workers may feel empowered to continue their improper behaviour. Therefore, employers must react quickly to accusations of sexual harassment in the workplace, conduct a complete and impartial review/investigation of the problem, apply significant penalties as required, and communicate this to the reporting party. Organizations may speak broadly about disciplinary proceedings and the organization’s unwavering commitment to holding employees responsible for incidences of sexual harassment, even if they cannot reveal particular and personal details about the actions taken.

You may assist create a respectful and supportive work environment free of sexual harassment by using the following methods. You should take precautions to avoid your sexual harassment prevention training from failing to have any impact or, even worse, from having the reverse effect.