Strategies to Prevent Workplace Sexual Harassment

(Source: Mann & Elias, 2021)


 Introduction

A safe working environment for all employees. Sexual harassment can make your employees feel unsafe and uneasy at work. The resulting harm can stain otherwise wonderful memories and experiences for life (Gupta, 2008). As an employer, you must ensure that your employees are protected against sexual harassment in the workplace. As a result, it is tough to respond to and handle. But it must be handled. Follow these guidelines to effectively handle sexual harassment in your workplace.

11 Types of Workplace Harassment That Can Put Your Business at Risk | Sentrient

(Source: Sentrient , 2020)

Strategies to Prevent Workplace Sexual Harassment

Ensure your workplace has a sexual harassment policy in place

Your organization should publish a policy prohibiting sexual harassment on the job and ensure that all employees are aware of it. The policy should provide explicit mechanisms for whistleblowing and reporting. If your workplace does not have such a policy, speak with your line manager about having one implemented

Have clear harassment reporting procedures in place

All employees must feel comfortable reporting any behavior that causes them or other employees to feel uneasy. One thing we've learned from the most recent claims is that employees have defended, rather than denounced, co-workers who behave inappropriately at work.

Deal with any allegations and concerns immediately

Any occasion in which a co-worker or employee expresses concern to you should be addressed immediately. All the more so when it comes to workplace sexual harassment. The established procedures should enable the concern to be raised swiftly and efficiently.

Have a dedicated person in place to review any allegations

Make an effort to assign a dedicated staff person to handle any allegations of sexual harassment. This is frequently an HR employee in a small or medium-sized corporation but should be a dedicated staff member in a bigger organization (including all areas rather than just the area of harassment).

Zero tolerance policy

It goes without saying that your organization should have a clear zero-tolerance policy for sexual harassment. Regardless of an employee's position within the organization, they should face prompt sanctions if proven guilty of sexually harassing a colleague or staff member. If deemed essential, a police statement should be filed.

(Source: Knowledge City, 2019) 

Conclusion

By using these preventative techniques in your organization, you may assist avoid sexual harassment at work while also cultivating a courteous and supportive culture. Take steps to guarantee that your sexual harassment prevention training is effective and does not have the opposite impact.

References

Gupta, C. B., 2008. Human Resources Management. 1st Edition ed. New Delhi : Sultan Chand & Sons Publishers.

Ichniowski, J., 2009. Human Resource Management in Business Context Employee involvement. [Online]
Available at: http://www.hrmguide.co.uk/jobmarket/turnover_cost.htm
[Accessed 20 November 2017].

Knowledge City, 2019. Knowledge City. www.knowledgecity.com, 06 06.

Mann & Elias, n.d. Mann & Elias. [Online]
Available at: https://www.blogger.com/blog/post/edit/6275422632175025222/5613048337094324921?hl=en
[Accessed 17 08 2021].

McCourt, W. & Derek, E., 2003. Global Human Resource Management: Managing People in Developing and Transitional Countries. Cheltenham: Edward Elgar.

 

 



Comments

  1. Harsha MahalekamAugust 18, 2021 at 12:09 AM

    Good job Praveen. Sexual harassment can occur in a variety of ways. Sexual harassment is not gender-specific. The person being harassed, or the harasser, may identify as a man, a woman, or neither, and the victim does not have to be of the opposite sex from the harasser. An employee may be harassed by their supervisor, an agent of their employer, a co-worker, or a customer. A victim of harassment can be anyone affected by the offensive conduct, not just the person who was harassed. Thanks for sharing.

    ReplyDelete
    Replies
    1. Praveen Joel FrancisAugust 18, 2021 at 12:45 AM

      Thank you Harsha, for your valuable feedback for the subject.

      Delete
  2. Oshadha BandaraAugust 18, 2021 at 2:13 AM

    Informative and timely topic. Any kind of harassment should be strictly avoid in office environment. Importantly , the sexual harassment is to be eradicated from the office culture in order to maintain quality of work life balance.

    ReplyDelete
  3. blogs of UMESHAugust 21, 2021 at 8:55 AM

    Hello Praveen uncommon topic.
    If I would add more to your article,

    Specific Acts of Sexual Harassment
    1. Unwelcome sexual advances and unwanted sexually-oriented comments in the form of verbal, non-verbal, or physical conduct (Ex. lewd comments, lurid stares, sexually loaded insults, slander, remarks, gestures, jokes, letters, phone calls, electronic mail (email), SMS, MMS, and communications on social media)
    2. Showing of pornography, making, or attempting to make physical contact or molestation, stalking, sounds including whistling, or display of a sexual nature
    Requests for sexual favors
    3. Sexualized requests or demands for favors accompanied by explicit or implicit promised rewards or threatened punishment
    4. Sexual assault or threatened sexual assault
    5. False allegations of any of the above
    (Policy Against Sexual Harassment and Procedural Steps for Enforcement | University of Colombo, Sri Lanka, 2021)

    ReplyDelete
    Replies
    1. Praveen Joel FrancisAugust 27, 2021 at 6:09 AM

      Thank you for your value addition to my article Umesh.

      Delete
  4. Fayaz SadiqueAugust 23, 2021 at 10:45 AM

    Thank you for the article Praveen.
    Uncommon, sensitive but very important topic as sexual harassments or exploitations in the workplace is becoming an increase issue. Men may sexually harass women, and women can sexually harass men, at least in principle. However, data show that women bring the vast majority of sexual harassment accusations and prosecutions.
    Sexual harassments can be reduced as a result of employee training and proactive responses to complaints, resulting in a more peaceful and productive workplace. It is also critical to do thorough background checks during the recruiting process to prevent employing the incorrect individuals in the first place by choosing ethical, courteous employees.

    ReplyDelete
  5. Nadeeshan MadusankaAugust 23, 2021 at 12:18 PM

    Sexual harassment can involve unwanted sexual advances, solicitations for sexual favors, and other sexually nuanced boundary violations. When sexual harassment interferes with an employee's job performance or creates a hostile work environment, it becomes a legal concern for both employees and employers. Employers can successfully reduce the risk of harassment and provide a safe, harassment-free workplace for all employees. By applying the various approaches suggested by Praveen above.

    ReplyDelete
  6. Nishantha_Mba2021August 23, 2021 at 9:22 PM

    I'd like to emphasize that sexual violence is a barrier to peace and security. It makes it difficult for women to participate in peace and democratic processes, as well as post-conflict reconstruction and reconciliation. In order to protect themselves, all businesses should have policies in place. Training on this behavior is one of the most effective tools for preventing the action before it occurs.

    ReplyDelete
  7. Tharindu DassanayakeAugust 24, 2021 at 4:34 AM

    Very important topic. Employees spend most of the day at work place or the office. making the place safe is a responsibility of the employer. If employer can create nice and safe work environment, which will help for employees to maintain better status of the mind . Prompt action against both verbal and physical harassments is equally important. Having safe and happy work place eventually helps to better outcome.

    ReplyDelete
  8. Sunith GeeganageAugust 24, 2021 at 4:51 PM

    Important topic Preveen, because this makes difficult and interrupt for employees work life and success of it. This could be from any party, employee or non employee it create a uncomfortable work environment and interrupt employee creativity and direct impact of efficiency and productivity. Implementing mentioned steps inside the organization will make employee comfortable.

    ReplyDelete
  9. Bhashitha Dissanayake August 24, 2021 at 5:19 PM

    Timely topic Praveen,As businesses and organizations, we have a responsibility to provide a safe environment where employees can do their best. A policy of zero tolerance for behavior such as sexual harassment is an important first step in creating a workplace that is conducive to your employees.

    ReplyDelete
  10. Mihirani BalasooriyaAugust 25, 2021 at 9:48 AM

    The Sex Discrimination Act makes sexual provocation unlawful in numerous spaces of public life, remembering for work circumstances, instructive establishments, the arrangement of products, administrations and convenience and the organization of Commonwealth laws or projects. An individual who sexually bugs are basically dependable for sexual provocation under the Sex Discrimination Act. Nonetheless, as a rule, businesses and others can be considered capable under the Sex Discrimination Act for acts of sexual provocation done by their managers or, then again, specialists.

    ReplyDelete
  11. Mohamed AmjadAugust 28, 2021 at 7:04 AM

    Well explained as all the employees should aware about what are is the harassments and how it can be prevented or if it happens what should be taken to avoid in the future and safeguard the others. It is the responsibility of HR/ER team to conduct awareness or training sessions on this.

    ReplyDelete

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