Your office should be an environment where all employees feel safe and welcome. So, when someone makes others feel threatened or uncomfortable, addressing the issue directly and promptly is paramount. Unfortunately, a surprising number of organizations have no procedures for handling sexual harassment claims — and even more alarming, except for some standardized, state-sponsored programs, some don’t even train employees to avoid committing such acts. Obviously, this leaves many employers unprepared to handle a serious situation, subsequently exposing them to liability.
So, what can employers do to protect their employees as well as their business? Learn more about how organizations can be proactive in their responses to sexual harassment and how to properly mitigate risks before they occur.
Creating a Sexual Harassment Policy
Preparing yourself for a sexual harassment claim entails three different approaches: prevention, training, and response. Prevention means drafting a set of policies and procedures that clearly detail how employees should interact with each other in the workplace and which problems may be considered problematic. Policies should also list penalties offenders could face — including termination.
Putting your sexual harassment policies in writing is a good start, but employees should be able to demonstrate they understand which behaviors are appropriate and how to avoid them. That’s where training comes in. The State of Illinois requires all employers to educate employees via a state-issued sexual harassment prevention training program, which includes a video. While valuable, this program shouldn’t be the end-all, be-all for your training as it provides little insight into what behaviors to watch for or how to respond to harassment claims. As you create a training program for your workplace, highlight specific behaviors to avoid and watch for, such as inappropriate comments or touching. And, perhaps most critically, teach managers the proper procedure for reporting these claims as soon as they’re made aware.
By the very nature of the complaints, navigating sexual harassment claims can be delicate, sensitive topics. So, responding to them takes a nuanced approach. Employers should draft best practices for how to handle each situation, which includes defining when it’s appropriate to start an internal investigation and deciding which level of discipline is warranted — if any. However, don’t feel as though you should be handling each claim personally; such matters should be handled by an HR professional, whether it be in-house or a third party — the latter can be especially beneficial for claims made by subordinates against managers. By detailing how and when your organization should respond to sexual harassment claims, you ensure you’re equipped to handle time-sensitive situations swiftly and appropriately.
HR Fit is more than just an “ounce of prevention.” We can help you develop a sexual harassment prevention plan that teaches your managers and employees how to recognize and respond to harassment — and to prevent it before it even happens. Learn more about our Urgent HR Support services and contact us today!
