How To Address Harassment In The Workplace
Part of running a successful business is creating a safe environment for employees. While you can set up a culture that discourages harassment in the workplace, you should also have a system in place to address harassment if it occurs. Let's explore the four steps to address harassment in the workplace.
Overview
7 Ways To Maintain Culture In A Growing Company
Four Steps To Address Harassment In The Workplace
The first step in addressing harassment in the workplace is to understand the various forms of harassment and bullying that can occur. The FWO defines workplace harassment as unfair treatment based on a person’s age, race, sex, religion, nationality, ethnicity, sexual orientation, disability, social origin, or other status.
This can include:
Sexual harassment: When a worker or group of workers makes unwelcome sexual advances, requests for sexual favours, or engages in any other sexual nature in relation to another employee.
Bullying: Unreasonable behaviour towards an employee, including cyberbullying and actions that risk the health and safety of a worker. Examples of bullying include aggressive behaviour, playing practical jokes, and pressuring someone to behave inappropriately.
Discrimination: Taking adverse action against a worker based on discriminatory reasons, including their race, age, gender, sexuality or religion.
Now, let’s take a look at the steps you can put in place at your company to address workplace harassment if it occurs.
Step 1 - Show The Employee Support
When an employee speaks up about bullying or harassment, the first step is to show solid support. Create a culture where workers feel safe and comfortable to speak up, and hold each other accountable to keep harmful behaviour out from day one.
Encourage all leaders, including supervisors, managers, and HR, to make employees feel comfortable and heard when they come forward. Holding regular training sessions with leadership can help equip them with the right tools if this comes up.
Another wonderful way to support an employee who has experienced harassment or bullying is to provide them with counselling and support services. This can be a service connected to company resources, or information about an outside organisation that can help.
Once you have made the employee feel safe and understood, it is important to have a formal process in place to conduct a thorough investigation.
Step 2 - Reporting And Documentation
Encourage anyone experiencing workplace harassment or bullying to document the incident details thoroughly. Details should include the times, places and specific details of the harassment that has occurred. You may also take written statements from witnesses if possible.
HR should gather the written documentation from the employee who recorded it to keep on file as evidence if a complaint is filed against the harasser.
Step 3 - Confront the Harasser
If an employee reports harassment, a common step is to meet with the person causing harm. Sometimes those accused of harassment aren’t aware of the impact of their behaviour and when informed, will stop.
Meeting with the harasser is also a good way to gather information on the incident/s to determine the next course of action.
Step 4 - Legal Considerations
When harassment or bullying escalates beyond HR’s ability to resolve it, they may involve internal legal teams or external legal counsel to ensure the issue is properly addressed and resolved.
In high-risk cases, external legal counsel can step in to investigate and gather evidence. They’ll then offer you legal advice and support, including guidance and representation if it moves to court. How To Prevent Harassment In The Workplace
As an employer, the best way to prevent workplace harassment is to implement a strong foundation of corporate culture and conversation around anti-harassment within your company. Here are a few tactics you can use to help prevent harassment and workplace bullying:
Continually review and improve policies
Conduct regular training and awareness programs
Build a supportive and inclusive company culture
If you need help building a safe space within your company, The Woohoo Co. holds workshops that can assist you in implementing certain processes and culture.
More On Addressing Harassment In The Workplace
What can be considered workplace harassment?
Workplace harassment is any form of unfair treatment based on the following:
Age
Race
Sex
Religion
Nationality
Ethnicity
Sexual orientation
Disability
Social origin
Any other status
Harassment includes sexual harassment and bullying, and should be addressed if this behaviour occurs towards any employee.
Is talking behind someone’s back harassment?
Talking behind someone’s back can be considered harassment or bullying in the workplace if the behaviour contributes towards a hostile environment or is damaging to someone’s reputation and character.
What is the manager’s responsibility for harassment?
If a manager notices or is told about harassment occurring in the workplace, they should report the behaviour to HR or follow the process put in place by the company.