Employees Should Review Their Companys Sexual Harassment Policy at Least Every 3 Years

Sexual harassment at work

The month of Oct saw an alarming number of allegations of sexual harassment. This includes the demise of Hollywood film producer Harvey Weinstein, Netflix cut ties with player Kevin Spacey and the spread of allegations to Westminster.

With a BBC survey finding half of women in the UK and a fifth of men have been sexually harassed at work or at a place of written report, it is clear managers must promote a civilization whereby staff can bring upwards whatever concerns of sexual harassment in the knowledge that they will be heard and dealt with.

Free tools to help your company prevent sexual harassment in the workplace

VinciWorks provides complimentary tools to aid organisations spot signs of sexual harassment at piece of work and understand how to promote an inclusive, safe working environment for all staff. Our short risk assessment is completely bearding and is designed to measure the perception of sexual harassment in your workplace. VinciWorks has as well published a sexual harassment policy template that can hands exist edited to suit any organisation and industry.

How to Forestall Sexual Harassment in Your Workplace: 10 Ways to Deal With It

Here are some articulate guidelines for ensuring sexual harassment is not occurring in your workplace. This should aid you play a office in ending sexual harassment at work for good.

i. Empathise the definition of sexual harassment

All staff should empathize what is meant by sexual harassment. Here are some examples:

Unwanted jokes, gestures, offensive words on clothing, and unwelcome comments
Touching and any other actual contact such as scratching or patting a coworker's back, grabbing an employee around the waist etc.
Repeated requests for dates that are turned down or unwanted flirting
Transmitting or posting emails or pictures of a sexual or other harassment-related nature
Displaying sexually suggestive objects, pictures, or posters
Playing sexually suggestive music

two. Incorporate training on harassment and discriminatory treatment in your workplace

Mandate regular and ongoing grooming for employees and supervisors. Provide refresher training on an annual or every bit-needed basis. VinciWorks has an e-learning course on diversity and equality that includes the topic of harassment.

3. Ensure your workplace has a sexual harassment policy in place

Your organisation should publish a sexual harassment at work policy and ensure all staff are familiar with it. The policy should include clear whistleblowing and reporting procedures. If you are unaware of such a policy in your workplace, speak to your line manager nearly having one put in place.

4. Raise awareness

The most effective class of prevention is sensation. Those who are aware of behaviours that tin can exist interpreted as harassment are less likely to behave in that way and more probable to detect any form of harassment. This short cess will assistance staff measure their perception of sexual harassment in the workplace.

5. Accept clear harassment reporting procedures in place

All staff must feel comfy reporting whatever behaviour that makes them or other staff feel uncomfortable. One thing we take learnt from the nigh recent allegations is that staff have protected, rather than reported colleagues behaving inappropriately at work.

6. Incorporate staff welfare into review meetings and appraisals

These types of meetings are more than than only a hazard to review your employees' operation and achievements; rather, this is an opportunity to give staff a voice to report any staff that have made them or their colleagues feel uncomfortable.

7. Bargain with whatever allegations and concerns immediately

Whatever instance whereby a boyfriend staff member or employee shares a concern with you should be dealt with as soon equally possible. All the more so when information technology comes to sexual harassment in the workplace. The articulate procedures in place should allow for the business to be raised promptly and efficiently.

8. Take a dedicated person in place to review whatsoever allegations

Does your workplace have a defended staff member responsible for dealing with any concerns of sexual harassment? In a small or medium sized business this will oft be an HR person, while in a larger organisation there should be a staff member dedicated to handling any concerns staff take (including all areas rather than just the area of harassment).

9. Zero tolerance policy

It goes without saying that there should exist a clear zero tolerance policy towards sexual harassment in your organisation. Regardless of an employee'south stature within the organisation, should they be found guilty of sexually harassing a colleague or staff member there should exist immediate consequences. If deemed necessary, a statement should be filed with the law.

10. Report any concerns immediately

If you lot feel someone in your system has behaved inappropriately towards y'all or you have concerns regarding a colleague, raise your concern immediately. Your company policy should highlight the importance of confidentiality so you tin raise your concern without fearing whatsoever negative consequences such every bit docked pay or being fired.

Preview VinciWorks' upcoming anti-harassment training

VinciWorks is currently developing a new anti-bullying and harassment course, MyStory. The new mobile-outset due east-learning course has directly applied the lessons of the #MeToo movement and the wealth of research into why traditional sexual harassment training doesn't work to create a brand new kind of anti-harassment experience. Experience free to preview our new anti-harassment training for free and let us know any feedback yous accept.

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Source: https://vinciworks.com/blog/ten-steps-to-preventing-sexual-harassment-in-your-workplace/