employees educate others about workplace harassment
While it may be impossible to keep tabs on all your employees and their actions, you can help to create a respectful work environment by encouraging a culture of inclusion and respect. Harassment can take many forms, including verbal, visual and emotional, and it’s important to recognize that it can be subtle and insidious in nature. Often, it’s difficult to know when it exists because people have different ideas about what constitutes inappropriate behavior.
For example, some people might find curse words perfectly acceptable in casual conversations while others would not. It’s also important to remember that the EEOC’s select task force found that frequent, interactive training can actually be more effective than a single workshop, as it keeps workplace harassment lawyer prevention top of mind throughout the year.
As a leader, it’s your responsibility to ensure that everyone has access to the information and resources they need to understand what constitutes harassment and how to prevent it. To do so, you should promote and reinforce a clear message that all kinds of harassment are not tolerated in the workplace. You should also make sure that all employees are aware of your reporting procedures and are assured that their concerns will be taken seriously, regardless of whether they’re the target or the offender of a harassing behavior.
How can employees educate others about workplace harassment?
Educating employees on the various types of workplace harassment help can be challenging, but it’s vitally important to help all employees understand that any type of unwelcome behavior can be considered a violation of EEOC and state laws prohibiting discrimination and harassment. The best way to do this is through a training program that addresses each type of harassment and provides a clear definition of what it entails.
A good program will include interactive exercises, relatable examples and a discussion of potential negative impacts. It should also address the role of bystanders and provide strategies for intervening when someone is being harassed.
It’s important to remind your employees that they can always contact their supervisor for assistance with a workplace issue. In addition to their supervisor, they can also contact specialists from the servicing personnel office, employee assistance programs, Equal Employment Opportunity counselors, union representatives and the Department’s WorkLife4You (formerly LifeCare) resource and referral service.
The final step in creating a culture of respect and inclusivity is to encourage all employees to speak up when they see or experience unacceptable behavior. When they do, they must be encouraged to speak up in a nondefensive and supportive manner. They should be assured that their report will not be used against them and that a confidential investigation will be conducted.
When a workplace harassment complaint is filed, all parties involved must remain neutral until the investigation is completed. This can be difficult, especially in a small company where everyone knows each other fairly well. However, it’s important for leaders to keep in mind that a positive outcome of an investigation could be a significant factor in building trust and loyalty among the workforce.
