Highlights
- Establishing a clear anti-harassment policy and providing ongoing employee training are fundamental steps in preventing workplace harassment.
- If a harassment complaint is made, it’s crucial to address it immediately and prioritize the complainant’s safety and well-being.
- At Access Point, we provide HR management services to help your company navigate harassment investigations and mitigate legal risks. Learn how we can help your business.
Workplace harassment is a serious issue that can have devastating consequences for employees and businesses alike. A toxic work environment not only can have a physical and physiological impact on your employees, but it can also hurt productivity and brand reputation. That’s why preventing workplace harassment should be a top priority for every organization.
In this article, we’ll outline 6 key steps you can take to create a respectful and inclusive workplace where everyone feels safe and valued.
Let’s get started!
6 Steps to Prevent Harassment in the Workplace
1. Develop and Distribute an Anti-Harassment Policy
A vital step in the process is to create an anti-harassment policy within your employee handbook to make it clear that certain behaviors will not be tolerated. The policy should be clear, concise and easily understood by your employees.
This document should serve as a definitive guide for workers, outlining prohibited behaviors, defining harassment, andestablishing a clear complaint process, along with addressing non-retaliation towards those identified in the complaint.
2. Educate Your Employees
With a comprehensive anti-harassment policy in place, you need to ensure that all employees understand its content and implications. Regular training is essential to create a culture of respect and prevent workplace harassment.
All employees should be required to participate in anti-harassment training at least once a year. This ensures that everyone is up-to-date on policy changes, legal updates, and best practices.
To maximize engagement, try to incorporate interactive elements into your training, such as role-playing, case studies, and group discussions.
3. Address Complaints Promptly and Effectively
Prompt action is essential when addressing harassment complaints. Delaying the investigation can escalate the situation, create a hostile work environment, and potentially expose the organization to increased legal liability.
As soon as a complaint is made, regardless of whether it is verbal or written, initiate an investigation. Consulting with a dedicated HR professional experienced in handling harassment claims is crucial to ensure a thorough and impartial process.
If the initial complaint is verbal, it’s imperative to document the details immediately. Requesting a written statement from the complainant is the subsequent step. This documentation serves as essential evidence and provides a clear record of the allegations.
4. Conduct Thorough Investigations
A comprehensive investigation is essential to determine the validity of a harassment claim. In partnership with your HR professional, conduct a meticulous review of all available evidence and conduct in-depth interviews.
The initial step of the investigation should involve a detailed interview with the complainant. Later, interview the accused, giving them an opportunity to present their side of the story. To obtain a comprehensive understanding of the situation, interview potential witnesses who may have relevant information.
Remember to keep these interviews confidential. Create a safe and supportive environment for all parties involved, fostering open communication and cooperation.
5. Follow Through Investigation
After completing the investigation, take immediate steps toward the appropriate disciplinary actions, if needed.
The severity of the imposed sanctions should align with the nature and gravity of the offense. Potential disciplinary actions may include mandatory training, counseling, suspension, or termination of employment.
6. Prevent Retaliation
Employers must ensure that the complaining employee is not retaliated against after the investigation has been completed. This can be especially relevant in situations where the accused was not found guilty of harassment.
Retaliation can manifest in various ways, including job reassignment, demotion, reduced hours, or verbal abuse. Employers must establish clear policies prohibiting retaliation and implement measures to prevent it and address it. Continuous monitoring and support for the complainant are essential to ensure a safe and fair work environment for all employees.
Need Expert Help? Here’s How Access Point Can Assist
Implementing these 6 steps is crucial for creating a harassment-free workplace. However, navigating complex harassment investigations can be challenging. This is where Access Point can help.
Our comprehensive HR management services include conducting thorough investigations into employment discrimination, sexual harassment, and EEOC charges. Our experienced team follows rigorous protocols to ensure fairness, impartiality, and confidentiality throughout the process.
By partnering with us, you can protect your company’s reputation and minimize legal risks. Let Access Point help you create a harassment-free workplace. Contact us today for expert support.