Workplace Harassment Prevention Made Easy

VirtualHRPros.com
Author: Bill Vogel, PHR

Recent news media headlines offer us a never-ending list of sexual harassment charges against corporate executives and politicians in high powered positions. Within all these reports of severe misbehavior by those with money, power and status the reports give us little insight on how the harassment could have been avoided. More importantly, if preventative steps were in place why were these high-profiles protected or treated as an exception to the rules and consequences.
​
The Equal Employment Opportunity Commission (EEOC) has issued further guidance and steps to help avoid sexual harassment before it starts.
 
The Equal Employment Opportunity Commission, or EEOC, has published a report that gives employers guidance on preventing and correcting harassment in the workplace. For those of you who may not be familiar with the EEOC, it is the government agency that enforces federal discrimination laws that protect job applicants and employees. Employers with 15 or more employees are covered under these laws, but state law may pertain to employers with fewer employees. Always ask yourself, “Is what we are doing as a business compliant with federal, state, and local municipal laws?”
The EEOC’s report, Promising Practices for Preventing Harassment, starts with the basics that employers need to establish first and right away, they are:

• Committed and engaged leadership.
• Consistent and demonstrated accountability.
• Strong and comprehensive harassment policies.
• Trusted and accessible ways for employees to submit complaints.
• Regular, interactive, and customized training that fits the organization.

 
The second basic step is a tricky one. Preventing high powered executives from harassing employees is not easy or even possible when someone in these positions feel that company policies do not pertain to them. Even worse, as we have recently seen in the news, people in high powered positions may resort to threatening to ruin an employee’s career for reporting their sinister behavior.  Fortunately, they are not above the law, which means the possibility of criminal prosecution.  To protect the company, or at least minimize the impact of litigation brought by the EEOC or a private attorney, employers can implement EEOCs Promising Practices for Preventing Harassment.
 
As always, get help from a qualified HR Professional if you think your business is at risk, or needs help developing policies, procedures, and training courses to assist with workplace compliance requirements.