As an employer, you’re expected to provide your employees with a safe place to work.
Whether it’s doing background checks, offering safety training, or encouraging open communication, you have a lot of responsibilities in this respect.
And that means you’re going to have to do whatever you can to prevent harassment in the workplace, or risk facing the consequences.
In my experience, for whatever reason, many employers tend to overlook this sort of thing.
Maybe they think workplace harassment is rare, and as a result, it’s something they feel they can afford to ignore.
But the truth is harassment in the workplace is a lot more common than you might think.
For instance, as you can see from the graph below, a survey from the International Labour Organization, which polled nearly 75,000 workers from around the world, found that as of 2021, 22.8% of them had experienced some form of harassment in the workplace over their working life.
Moreover, a survey from Traliant, which polled more than 1,000 U.S. employees, found that in the last five years, nearly one in four respondents had witnessed workplace violence against another employee, and 12% of them experienced workplace violence themselves.
What’s more, the survey found that less than half of respondents feel their employers create an environment where they feel comfortable reporting harassment without fear of retribution, and one-third of respondents said they would only report an issue if they could remain anonymous.
More importantly, the vast majority of those surveyed said they believe other states should adopt policies similar to California, where employers are required to create workplace violence prevention plans, while maintaining records of any incidents, and providing training to employees.
As you can tell, employers have a lot of work to do when it comes to stopping this sort of thing, and as time goes on, more and more legal requirements will be placed on employers to ensure they’re doing everything they can to stop workplace violence and harassment.
With that in mind, rather than burying your head in the sand, you should take this opportunity to learn how to prevent harassment in the workplace and put policies in place to protect your employees from harassment and defend yourself and your business from potential legal liabilities.
So, if you want to know how to prevent harassment in the workplace, and stop it before it starts, then keep reading to learn more.
Tips on Preventing Harassment in the Workplace
Preventing harassment in the workplace requires a multifaceted approach that includes things like clear policies, comprehensive training, supportive leadership, and a culture of respect and accountability.
If you prioritize these prevention efforts, respond promptly to incidents, and foster a workplace environment where all employees feel safe and valued, you can create a positive and productive workplace culture where harassment is not tolerated.
With that in mind, if you want to stop harassment in the workplace, here’s what you should do:
Establish Clear Policies and Procedures
Clear and accessible anti-harassment policies are the foundation of prevention efforts.
Having said that, these policies should clearly define what constitutes harassment, provide examples of unacceptable behavior, and outline reporting procedures.
You should also ensure that all your employees have easy access to these policies through employee handbooks, intranet portals, or other communication channels.
And don’t forget to regularly review and update your policies to make sure they align with legal requirements and best practices.
Provide Comprehensive Training Programs
Training programs are crucial for educating employees about harassment prevention.
These sessions should cover your organization’s policies, the various types of harassment, the effects they can have, and methods for reporting incidents safely and confidentially.
You can also include scenarios and case studies to illustrate different forms of harassment and appropriate responses.
This training should be mandatory for all employees when they’re hired and conducted regularly thereafter to reinforce expectations and update employees on any policy changes.
Promote a Culture of Respect and Inclusion
A workplace culture that values respect and inclusion is essential for preventing harassment.
That being said, you and the other members of your leadership team should actively promote these values through your actions and communications.
Moreover, you should encourage open dialogue among employees, fostering an environment where different perspectives are respected, and conflicts are addressed constructively.
Lead by Example
Leadership plays a critical role in setting the tone for workplace behavior.
Having said that, senior management should demonstrate a commitment to zero tolerance for harassment by adhering to policies themselves and holding all employees accountable.
What’s more, if possible, you and your leadership team should actively participate in training sessions, address any instances of misconduct promptly and fairly, and support victims of harassment through empathetic and decisive actions.
Establish Multiple Reporting Channels
You should also ensure your employees have multiple channels with which to report incidents of harassment, like your HR department, their supervisors, anonymous hotlines, or online reporting.
Make sure to communicate these reporting options clearly and regularly, emphasizing confidentiality and protection against retaliation for anyone who comes forward.
With this in mind, your protocols for handling complaints should prioritize the safety and well-being of the complainant while ensuring a thorough and impartial investigation process.
Additionally, you should promptly investigate all allegations of harassment, maintaining confidentiality while also respecting legal obligations.
Respond Promptly and Consistently
Effective response mechanisms are critical if you want to maintain trust and prevent further harm from taking place.
You should establish clear protocols for investigating complaints of harassment, including the designation of trained investigators and the use of impartial review processes.
In addition, you’ve got to ensure that all parties involved are treated fairly and respectfully throughout the investigation and take appropriate disciplinary action against offenders based on the severity and nature of the harassment, following established policies and legal requirements.
Regularly Review and Update Your Policies
Workplace dynamics and legal standards tend to evolve over time, so you should make sure to do regular reviews of your anti-harassment policies and procedures.
In doing so, you can solicit feedback from employees and legal experts to identify areas for improvement and ensure your policies are aligned with current legal requirements.
If changes do come into effect, you’ve got to update your training materials and communication strategies accordingly to reflect these legal changes and reinforce your commitment to preventing harassment in the workplace.
You might also want to consider conducting periodic audits or assessments of your workplace culture to gauge your prevention efforts and identify areas for improvement.
Provide Support for Victims
Supporting victims of harassment is essential for promoting trust within your organization and ensuring your employees feel comfortable speaking up when workplace harassment takes place.
Ideally, you’re going to want to ensure that victims have access to confidential support services, including counseling, legal advice, and other accommodations, if necessary.
You should also make sure to communicate available resources clearly and proactively to employees and empower victims to make informed decisions about their next steps while respecting their autonomy and privacy throughout the process.
Monitor Your Workplace Culture
It’s also a good idea to regularly monitor your workplace culture through employee surveys or focus groups so you can gauge your employees’ perceptions of respect, inclusivity, and safety.
You can then use this feedback to identify potential areas of concern, or emerging issues related to harassment and be better equipped to address them proactively.
Encourage Reporting and Accountability
Like it or not, in these situations, you have to take action. You can’t just ignore this sort of thing and hope it goes away on its own.
In my experience, harassers tend to be habitual offenders, so if you don’t stop it the first time, I promise you that there will be a second time.
That being said, if you want to stop harassment in the workplace, you’ve got to create a culture where reporting harassment is encouraged and supported, emphasizing your organization’s commitment to protecting employees from retaliation.
What’s more, you should empower your employees to intervene safely when witnessing harassment by providing training on bystander intervention techniques and promoting a sense of collective responsibility for maintaining a respectful and safe workplace.
Above all, you should hold all your employees, regardless of position or tenure, accountable for their behavior through fair and consistent enforcement of disciplinary measures.
Document and Track Incidents
If you want to avoid potential legal issues, make sure to maintain accurate records of all reported incidents, investigations, and actions taken in response to harassment allegations.
This documentation should include details such as the nature of the complaint, investigative findings, disciplinary actions imposed, and any follow-up measures that have been implemented.
You can then use this incident data to analyze trends, identify systemic issues, and inform ongoing prevention efforts and policy improvements.
More importantly, if you’ve got everything documented, then you’re showing that you’ve done your due diligence as an employer, and you’ll be able to prove that if need be.
Are you still wondering how to prevent harassment in the workplace? Contact me today to find out how I can help.
Business Legal Concerns, Team Management