How to Address Harassment in the Workplace - Introvert Whisperer

Introvert Whisperer / How to Address Harassment in the Workplace - Introvert Whisperer How to Address Harassment in the Workplace Sexual harassment is one of the most serious issues that affect the workplace. Sexual harassment has far-reaching consequences. Not only does it have legal ramifications when unaddressed, it makes the workplace unsafe and prevents businesses from operating at their best. For anyone in HR or management, it is essential to know how to address sexual harassment in the workplace, from prevention to addressing any issues that arise swiftly and ethically. Prevention An ounce of prevention is worth a pound of cure â€" that means your best defense against sexual harassment complaints is ongoing, thorough education. If your employees are well-versed on what constitutes sexual harassment and the consequences of harassing another employee, you can drastically cut back on unintended or uninformed instances of sexual harassment. Any employees tempted to harass another employee will be deterred by the consequences. Likewise, make sure your employees have outlets to speak out if they are experiencing harassment. Multiple methods of reporting help employees find the most comfortable way of reporting and addressing an extremely uncomfortable situation. Knowing that victims of harassment have a solid support network not only makes your employees feel safer, it deters any potential harassers. Investigate When you do get a report of sexual harassment you should investigate it immediately. In the world of #MeToo, it’s important that every sexual harassment complaint must be taken seriously, and handled with discretion. Whether the person being harassed has made a direct complaint to you, or you’ve caught wind of the potential harassment through rumors or reports from unaffiliated employees, you must investigate for the benefit of the employees and the company. Here are some steps for investigating the complaint: Take notes. You’ll need documentation of every step in the process when you come to your final decision. Some HR managers find a map of the complaint useful. Look into any previous interaction with HR in regards to everyone involved. Gather as much information as you can. Interview anyone who might have been party or witness to the harassment. Check into everyone’s stories using any sources possible, like security video or emails. Assure the complainant that they are safe from retaliation. Be compassionate and listen with care. Most victims of sexual harassment have a hard time coming forward; acknowledge that this is a difficult situation both in how you treat the complainant and handle the investigation. Be discreet. Give the accused the same consideration in terms of discretion and compassion. Don’t treat someone like they’re guilty until you are sure. Sometimes the issue is simply that the suspected harasser is behaving oddly and unaware that their behavior is outside the normal boundaries. Gauge the severity of the accusation. Was this a verbal assault? Was it physical? Does the complainant need medical care? Should the police be involved? Is there a safety issue for either party or the company? Do you need to take the victim to a hospital to see a doctor or get a rape kit? Considering the backlog of rape kits, how does this affect your investigation’s timeline? Do you need to report up the chain of command? Who needs to be involved in the investigation? Is there a liability issue? Do you need to get legal involved right away? Making a Decision After your investigation is complete, it’s time to determine what you believe to be the truth of the matter. Weigh all your information carefully and logically. If you’re uncertain, use any resources available to you to help make a decision, such as other members of HR or your supervisor. Once you’ve made your decision, determine a plan of action to address the issue. Do you need to put the offending employee on an action plan? Do they need to be terminated? Do you need to get the authorities involved? Depending on the seriousness of the issue, you might want to discuss your resolution with your legal department, to avoid the chance of your employee starting the sexual harassment lawsuit process, which begins after an unsatisfactory or negligent response to their complaint. In the end, the important thing is to make sure you, your employees, and your company are protected. Image Source: https://pixabay.com/en/agreement-brainstorming-coffee-2548138/   Author Bio: Sam Bowman is freelance writer and introvert who enjoys getting to utilize the internet for community without actually having to leave his house. In his spare time he likes running, reading, and combining the two in a run to his local bookstore. 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