Harassment claims in the workplace bring up a host of uncomfortable and potentially damaging information about the alleged victim, accused, and the company overall. Curbing harassment in the workplace is such a key component to risk management in terms of protecting your company from potentially catastrophic lawsuits, both from a financial standpoint and a company morale angle.
Over the past year, a special task force set up by the EEOC (Equal Employment Opportunity Commission) has been looking at ways to improve company’s risk management and safeguarding against harassment in the workplace. In light of this group’s findings, @HRMorning offers a few easy steps that you can take today to make a difference in your workplace!
Hit them where it hurts – in the wallet!
- Companies such as @McDonalds and @Walmart have implemented buying policies that dictate they only buy tomatoes from companies who have a human rights code of conduct in place.
- Empower bystanders to be part of the solution.
- Create an open door policy for everyone.
- Create multiple points of contact for reporting harassment.
- HR can be a scary office to walk into for some employees. Create an open door HR policy, make sure your HR team interfaces with employees on a regular basis, and also offer upper management and supervisors as a point of contact for any harassment concerns.
- Conduct prompt investigations when harassment is reported.
- Timeliness is key to perception of how harassment is handled in a workplace. Move quickly, cover all your bases, and be efficient and thorough.
- Take swift disciplinary action when necessary.
- Again, move quickly and act efficiently. Be fair and thorough but don’t drag the process out. People will be watching, and they will notice when someone is placed on administrative leave or suspended.
- Get strong support from top leaders in the company for anti-harassment.
- Presenting a united front and having the support of company leaders is critical to this process. Without support from leadership, HR will be hit with obstacles left and right. Make sure your leaders are on board to support these anti-harassment initiatives from the beginning.