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Do you know that about 52% of women have faced inappropriate behavior at work? Groping, dirty jokes and sexual advances are the most common examples of workplace harassment.
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What is Harassment in the Workplace?
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What are the Types of Workplace Harassment?
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Six Ways for Preventing Workplace Harassment
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Bottom Line
What is Harassment in the Workplace?
Workplace harassment happens when one or more employees feel belittled or threatened by a group of colleagues. In other words, any unwelcome physical or verbal behavior based on color, religion, race, gender, mental disability or nationality comes under workplace harassment.
Moreover, acts like passing slurs, epithets, intimidation and interfering in work also come under workplace harassment. What is the purpose of the harasser here?
According to experts, the prime motive of the harasser is to make the victims feel uncomfortable and unsafe. Sadly, a majority of the incidents go unreported. It is not always that the victims fear the consequences.
It is because they are not sure of what comes under workplace harassment and their rights over it. So, let us today understand what employee harassment is and what HR should do to stop it.
What are the Types of Workplace Harassment?
There are five major forms of harassment in the workplace that every person should be aware of:
- Psychological harassment
- Verbal harassment
- Sexual harassment
- Cyberbullying
- Physical harassment
Six Ways for Preventing Workplace Harassment
Experts believe that proactive management can effectively eradicate harassment at the workplace. Keep reading as we outline the top six ways for preventing workplace harassment:
Establish a Zero-Tolerant & Clear Cut Anti-Harassment Policy
One of the best ways to stop harassment in the workplace is by designing an anti-harassment policy. It must contain:
- Objectives and goals of formulating this policy
- Legislation on workplace bullying and harassment
- Definition along with some examples of workplace harassment
- Consequences of indulging in workplace harassment
- Expected code of conduct
- The stand of management
- Role of employees in ascertaining and reporting incidents of harassment at the workplace
- Who will handle the employee harassment complaint and procedure to resolve it?
- An assurance that the management will not take such issues lightly
Hold Employees Responsible
Be it any field or industry, harassment at work is prevalent. And an effective way to stop it is by holding people accountable. HR should do it regardless of where these people work and who they are. This practice will send a stern message across the organization that any form of harassment at work will not be tolerated. Here are some tips:
- Ask people what they were doing when the office harassment was taking place
- Involve immediate team leaders, managers and departmental heads in the process
- Enquire why no one raised their voice against the crime
- And reward the people who are ready to become the witnesses
Foster a Speak-up Culture
How will an organization correct an issue, unless it is aware that one exists? So, HR managers should emphasize creating a safe speak-up culture. It will help victims come forward and share their workplace bullying and harassment experiences with HR. The management can:
- Providing several mediums of communication to victims will encourage them to share their experiences. An open-door HR department, third-party services, or a hotline can prove to be helpful options.
- Forming an employee harassment cell is also a good idea to motivate victims to speak out about their problems. Whatever mode the organization chooses, it must ensure the confidentiality and safety of the victim.
Training and Awareness Programs for Employees, Managers and Supervisors
Every person associated with the organization must know what office harassment is and how to deal with it. Conducting training sessions at least twice a year is a great way to create awareness about it. Both employees and managers should be a part of this awareness program:
- Employees – HR should give some examples of workplace harassment to the employees. It should also explain what it is and how they should report such instances.
- Managers – Every manager should take harassment at work complaints seriously. They should show empathy towards the victims, and take action against the culprits.
Develop a culture where there is no place for workplace harassment
Leaders should foster a work culture where everyone behaves well all the time. This should also apply to off-hour and off-site gatherings. Having zero tolerance for employee harassment will nurture a healthy culture.
Bullying and office harassment are unlikely to happen in such a work environment. Apart from this, the managers in charge of handling harassment at work issues should also track the actions of the employees. It will help them in ensuring that the work environment is free of bullying and harassment.
Take Immediate and Decisive Actions to Deter Harassment
Last but not least, the management should take swift and stern actions as harassment on the job issue arises. Failure in doing so will encourage the culprits to commit more crimes in the future. Here are some steps that HR should follow every time it comes across harassment on the job case:
- Prompt action on the employee harassment report
- Investigate/review the discrimination and harassment complaint
- Hear both the parties
- Impose disciplinary actions
- Disclose the case in the organization as a lesson for others
Bottom Line
Harassment in the workplace, mobbing, aggression and bullying are serious issues. They can not only ruin careers and lives but can also turn an organization into an unproductive and toxic environment.
With the commitment of management and leaders, it is possible to create a work environment that does not appreciate the harassing behavior of the employees. The HR manager must ensure that no workplace discrimination and harassment incident slips without reporting.
That’s not all. The management should also ensure that every person on the office premises understands what workplace harassment is and how to deal with it. With a good understanding of this issue, HR managers would be in a better position to assist the victims.
Harappa Education understands how serious the issue of workplace harassment can get if left unattended. The Building Presence course will help HR managers understand how to handle such issues effectively. After all, a happy workplace is the foundation of a successful business.
