You may not realize, but sex-related harassment is prevalent in most US workplaces, which is why sexual harassment training is mandatory in some states, for example in New York. From 9th Oct 2018, all New York employers were instructed to ensure that they provide this essential training to all workers.

 

But why should such standards go this far? The answer is actually simple. The act is immoral and contemptuous thus preventing or removing it from the equation is the best step to take.

 

Sexual harassment training enables employees, executives, and other stakeholders/staff in an organization to identify unethical sexual practices, how to address them, and ways to interact with individuals of the opposite sex within workplaces.

 

Tolerating immoral sexual practices and harassment in your organization will affect not only your employees but also the productivity of your firm. Additionally, employers who don't offer sexual harassment coaching may suffer court penalties.

 

Sexual harassment in the workplace arises when someone makes any undesirable sexual approach or conduct that creates a hostile, intimidating, or violent working condition. In simple terms, this act involves any sexual behavior in the workplace.

 

There are several forms of sexual harassment an individual is likely to encounter in various workplaces. Both gents and ladies can be victims or harassers; it could be a fellow co-worker, manager, employer, or a third party contractor.

Examples of Sexual Harassment Situations in a Workplace

Some sexual harassment acts are easy to detect, while others can be hard to identify. Sexual harassment training should compromise all the essential details, including the detection of the most unnoticeable practices. Examples of sexual harassment circumstances are;

  • Executives implying to a worker that he/she should get intimate with them to keep their jobs, get a promotion, or other privileges.
  • Male employees making patronizing comments about female clients when talking to their fellow male co-workers.
  • Managers making sexually explicit comments or jokes.
  • Male employees or managers pinching the butts of female workers without their consent or will.
  • Displaying or Sending emails or SMS to co-workers containing pornographic images or using sexual language without consent.
  • Asking co-workers about their sexual life.
  • Commenting negatively about a co-worker's gender and sexual orientation.

Three Essential Ways of Minimizing and Controlling Sexual Harassment

Usually, women are more susceptible to sexual harassment than men. It's important to understand that this form of harassment is possible for members of the same sex. In such situations, it doesn't necessarily imply that the harassment is physical.

 

For instance, a male employee can feel uncomfortable when another male co-worker constantly shows him pornographic videos or pictures of women. In this case, the victim feels like he's sexually harassed. Gay people usually feel uncomfortable when co-workers tease or overlook them because of their sexuality.

 

Some sexual harassment scenarios aren't easy to address, especially those based on sexual orientations and gender-related stereotypes. A good example of such a situation include cases where an individual has or shows taunting mannerisms or gestures to the opposite sex and then makes absurd remarks to fellow co-workers.

 

If the victim claims he/she feels sexually harassed due to the harasser's homophobic comments or slurs, there'll be no laws to protect him. But if she would've been harassed due to her unfeminine characters, then she's in a position to get protection from Title VII.

 

Below are several ways you can utilize to prevent the occurrence of sexual harassment in workplaces;

 

     1. Setting Clear Policies Concerning Sexual Harassment.

 

Policies are essential for defining what's acceptable or unacceptable in the workplace. All workplaces should have a written and clear handbook for all policies that help in controlling sexual harassment. Such policies should clearly expound on the following areas;

  • A simple and comprehensible definition of sexual harassment
  • Clearly define the conditions and behavior that will be deemed as sexual harassment.
  • Define clearly the repercussions of any sexual harassment act
  • State that the policies are for everyone regardless of post or relationship
  • State the implications for individuals who retaliate against those who report on sexual harassment perpetrators in the workplace.
  • Let the workers know that an investigation will be done for any claim concerning sexual harassment.

 

2. Training both Workers and Administrators.

 

After setting policies, the next important step is training all staff and supervisors concerning the policies and other necessary information concerning the same. The sexual harassment training you offer to these parties should meet the model policy of the state.

 

In this training, workers should be given an explanation of unethical sexual conduct/harassment. Elaborate to them why that training is crucial, a complaint procedure, avoidance tactics, and motivate them to comply with the policies.

 

Such training is essential to supervisors too. Provide yearly training to managers about this heinous sexual act. During this training, explain to them how they can address sexual harassment situations, facilitate good morals, and educate their juniors.

 

Sexual harassment training is necessary for any organization, whether the state recommends it or not. In California, all employers with less than 50 workers should ensure they provide the managers with a 2 hours training concerning sexual harassment.

 

Some of the benefits of such training include;

  • Ensures that all workers feel safe in any workplace.
  • Prevents inappropriate sexual mannerisms and conducts within an organization
  • It helps workers to identify improper sexual conduct and have the courage to report them.
  • Facilitates togetherness, good understanding, and teamwork among employees.
  • Creates confidence and trust among workers, employers, and managers.
  • Educates workers on the importance of avoiding inappropriate sexual advances
  • Gives administrators knowledge on how to respond to complaints and which behaviors to avoid
  • Prevents organizations from facing sexual harassment lawsuits and state penalties.

 

Besides the organizational level, training workers concerning sexual training can help them outside workplaces too. Some individuals can't access such programs outside work for several reasons. Employers providing them with one can make a big difference in their lives outside work.

 

Nowadays, initiating such programs isn't a hustle because of the various available options, such as online platforms or classroom settings.

 

Humans are bound to forget, and only setting the policies can sometimes be insufficient. It's important for employees to provide all employees with a copy of the set rules to remind them of what they should or not do.

 

Also, the content on the training should be available for all relevant parties to access. Managers can also refer to set policies when workers approach them with sexual harassment grievances.

 

Documenting set policies and training content can also act as evidence in case the organization faces any charges of sexual harassment.

 

3. Close Monitoring of the Workplace.

 

It's important to know what is going on inside your organization, including employees' conduct and traits. Employers or supervisors should periodically mingle with workers and see what they are doing. Look around the facility for any offensive posters or writings and also talk to workers to find out what they know.

 

If you spot any fishy behavior or poster, it's important to address the issue sooner and seriously. Take swift and effective actions without any discrimination or favors.

 

Eleven Ways Managers/Employers Can Use to Address Sexual Harassment Grievances.

Many employers don't know how to approach a complaint concerning sexual harassment. Mishandling such cases can create workplace tension or legal investigations, which can be costly, polarizing, or tarnishing to the organization.

 

Using careful strategies and taking all complaints seriously helps in minimizing sexual harassment cases and subjectivity to lawsuits. Some of the advice you can utilize to when solving complaints about this topic include;

  • Treating the victim respectfully and compassionately.
  • Avoid blaming or scorning the victim for reporting; it'll only discourage him or other victims from reporting such cases.
  • Avoid retaliation. Examples of employer retaliation forms are; demoting, reducing payments, disciplining, terminating, isolating, or threatening the victim.
  • Follow set procedures when handling such cases.
  • Always keep learning about safer, responsible, and updated employer roles concerning sexual harassment or discrimination.
  • Always listen to both sides of the story (harasser and victim) before taking actions.
  • Keep cases regarding sexual discrimination/harassment confidential. Such cases can polarize people in workplaces, lower their morale or productivity.
  • Take notes on every detail during interviews.
  • Hire a proficient investigator in case such cases become a legal issue.
  • Take proper action against the harasser. Individuals involving in egregious sexual harassment like stalking or threatening can face termination or other severe punishment depending on the set rules.
  • Please don't ignore any complaints from employers; even they are minor.

Winding Up

Preventing and controlling the occurrence of occupational sexual harassment is fundamental to any company. Setting clear policies, together with sexual harassment training, are major ways of facilitating the accomplishment of these objectives.

 

Managers and workers can use the above content to equip themselves with ways to prevent, minimize, or protect themselves against all forms of work-related sexual harassment.

Contributor: admin