Vincy Workplace
May 26, 2006

Sexual Harassment Part 2

At this very moment, somewhere in any given workplace a woman (or man) is enduring unwelcome comments, gestures, advances from a man (or a woman) in whom she has no interest. She has not spoken out because she fears losing her job and/or does not want to suffer the ridicule that may come if she brings this issue public, so she says nothing.

Without a doubt it is the employer’s responsibility to lay the foundation for a healthy work environment. Ensuring that sexual harassment is not tolerated is also a part of that responsibility.{{more}}

Workers want to know that their work is valued but they also want to feel safe in the place they spend most of their days. What can employers do?

1. Adapt a sexual harassment policy:

Companies worldwide are beginning to realize the legal ramifications of not having and enforcing a sexual harassment policy. If your company does not have such a policy, there are lots of examples readily available. There are also training companies and human resource companies that can help you develop one.

2. Educate your employees:

It’s not enough to adapt a policy, all employees must be aware of the policy. In some countries when complaints are brought against a company, the government makes sexual harassment training mandatory for all employees and stiff penalties are also levied against that institution.

3. Deal with offenders:

If an employer is aware that a man or woman is being harassed in the workplace and does nothing, that employer is just as guilty as the offender because in essence the company is condoning the behaviour by not addressing it.

With that said, each sexual harassment complaint must be investigated, dealt with immediately and resolved in a timely fashion.

• Karen Hinds President/CEO
Workplace Success Group
Toll Free: 1-877-902-2775
Tel: 1-203-757-4103
Creator of The Workplace Success Program (TM)