Dealing With Workplace Harassment: Best Practice for Employers

You've worked hard to build a successful business, but even the best workplace cultures can be undermined by harassment. As an employer, you are responsible for fostering a safe environment for your staff. But how do you spot inappropriate behaviour and handle complaints appropriately? 

This guide will define workplace harassment, help you identify warning signs, and provide practical tips on responding to issues sensitively yet decisively. With clear policies and proper training, you can tackle problems head-on while maintaining a positive, productive atmosphere.

Arm yourself with knowledge so your team feels valued, protected and able to perform at their best.

Defining Workplace Harassment: What Employers Need to Know

Recognising Harassment

As an employer, it's critical to understand what constitutes harassment so you can properly address it. Harassment refers to unwelcome behaviour that creates a hostile work environment. This can include inappropriate comments, threats, intimidation, and physical contact. Watch out for behaviour that targets someone based on their gender, race, religion, age, or other characteristics.

Establishing Clear Policies

The most important step is crafting clear anti-harassment policies that outline unacceptable behaviours and consequences. Communicate these policies to all employees and provide regular training. Make it easy for people to report harassment by designating a human resources contact.

Investigating Thoroughly

When someone files a complaint, take it seriously and investigate promptly. Interview the complainant, the alleged harasser, and any witnesses. Look for corroborating evidence like text messages, emails, or security footage. Try to determine if the behaviour was isolated or part of an ongoing pattern. Come to a reasonable conclusion based on the facts.

Taking Appropriate Action

If harassment is found, take immediate action to stop it. This may include reassignment, suspension, termination, or notifying law enforcement. Meet with the complainant to discuss the next steps for their safety and comfort at work. Failure to properly address harassment complaints can lead to legal liability, so make sure to handle these situations carefully and ethically.

Workplace harassment creates a toxic environment and hurts productivity, morale, and retention. By actively working to prevent harassment, investigating properly, and swiftly taking action against unacceptable behaviour, you can build a respectful company culture where people feel heard and supported. That's good for your employees and your business.

How to Spot Workplace Harassment in Your Company

As an employer, you are responsible for fostering a respectful work environment. That means recognising and addressing harassment of any kind.

Look for inappropriate behaviour

Keep an eye out for inappropriate behaviour like offensive jokes or comments, especially those targeting someone's gender, ethnicity, or sexual orientation. Also, watch for unwanted physical contact, stalking, or threatening behaviour. These are major red flags.

Pay attention to how employees interact

Notice if any employees seem uncomfortable around certain co-workers. Do some avoid being alone with or near them? That could indicate predatory behaviour or abuse of power.

Take complaints seriously

When an employee comes to you with a harassment complaint, take it very seriously. Ask follow-up questions and document everything thoroughly. Even if you find the accused person's behaviour unproblematic, your employee still felt distressed enough to speak up, so the situation warrants your full attention.

Investigate promptly and objectively

Launch a swift yet objective investigation. Interview both parties and any witnesses, and review relevant records like emails or security footage. Seek guidance form a neutral third party like Holistic HR.  The goal is to determine whether harassment occurred and ensure a safe work environment going forward.

Take appropriate action

If your investigation confirms harassment, take prompt corrective action like disciplining or terminating the harasser. You may also need to make broader policy changes to prevent future issues. On the other hand, if you find no evidence to support the complaint, still reiterate your commitment to a respectful workplace. Meet with the complainant to address any ongoing concerns before closing the matter.

With vigilance and responsiveness, you can help stamp out harassment and cultivate an inclusive company culture where all employees feel heard, respected, and supported. The effort will be well worth it.

Best Practises for Employers to Address and Prevent Workplace Harassment

Recognise the Signs

As an employer, you need to know how to spot harassment when it happens. Some signs to look out for include:

Inappropriate comments about a person’s appearance, lifestyle, background or identity; unwanted physical contact; inappropriate jokes or imagery; isolating or bullying behaviour towards certain staff. Take all reports of harassment seriously and investigate promptly.

Implement a Clear Policy

Every organisation should have a comprehensive anti-harassment policy that defines unacceptable behaviours and outlines consequences. Communicate this policy to all staff and provide regular training. Your policy should make it easy for victims to report incidents confidentially and without fear of retaliation.

Respond Quickly

When an incident is reported, take swift action. Meet with the victim to get the details, then address the issue with the harasser. Whether it warrants a warning, counselling or termination, your response should be proportional to the offence. Failure to take action can damage workplace culture and open you up to legal liability. After a report is made, monitor to ensure the harassment does not continue.

Promote an Inclusive Culture

Foster an environment where harassment is unacceptable. Promote diversity and inclusion, set clear standards of respect for your company values, and provide open communication and conflict resolution channels. When people feel respected and supported, they are less likely to harass others. Address issues proactively through staff training and education.

By following these best practices, you can significantly reduce harassment in your workplace. Victims will feel empowered to speak up, knowing you take these matters seriously. And a respectful, inclusive culture where people feel heard and valued will thrive. Overall, preventing harassment is just good business. A safe, ethical work environment boosts productivity, retention, and your company’s reputation.

Conclusion

Harassment is never acceptable, and you, as an employer, must nurture a respectful working environment. Stay alert to inappropriate behaviour, make reporting easy, investigate thoroughly and take decisive action. Protect victims from retaliation and help perpetrators change. Lead by example with your own conduct. 

Make your workplace somewhere everyone can thrive and feel valued, regardless of gender, race, religion or orientation. Show zero tolerance for harassment. And if issues still arise, address them swiftly, sensitively and fairly. You can maintain a positive workplace culture with the right policies and engaged leadership. Your employees will be happier, turnover lower and productivity higher.

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