Policy Adherence

Policy Adherence– There are two general types of sexual harassment:

• Quid pro quo: Perhaps the most overt type of sexual harassment, this typically involves a superior or manager who promises benefits, such as a higher position or better pay, only if the employee provides a sexual favor. It might also occur should the superior hold veto power over the proposed firing or suspension of an employee. Basically, it is leveraged by the hierarchical power of an employee over another or others.
• A hostile work environment: This type of harassment can unfold between all levels of employees, not necessarily just between a superior and a subordinate. Hostile work environments arise when an employee indecently touches another employee makes a sexually offensive joke, exhibits an inappropriate décor, or insults via sexual innuendo or physical gesture—in general, any expression or contact by one employee that offends or harasses another employee.

It’s also prudent to recognize in your policies that sexual harassment does not only occur in one direction (male towards female). How do you foster a work environment that discourages sexual harassment and violent behavior beyond the employee’s handbook?

Here are important steps that employers can take:

• Make your anti-harassment policies and procedures evident. Post summaries of them near the printer or copier, in the employee break room, or on bulletin boards. If these policies are ubiquitous, they will always be top of mind. Ensure your postings include in plain language what to do in the event of harassment or violence and how to file a complaint.
• Offer managers and supervisors anti-harassment training periodically. Follow up with refreshers and retraining.
• In accordance with privacy laws and expectations, monitor questionable behaviors among your employees, including images on computer monitors and the types of posters or pictures they post in their work areas. Remind employees in meetings to be sensitive about displaying anything that may offend others, sexually or otherwise.
• Ensure that employee gatherings and parties outside the office maintain the decorum of respect. It’s great for morale to gather informally and loosen the collars a bit, but try to retain a degree of professionalism, even at off-site functions.
• If a complaint is lodged, listen to it completely and investigate promptly. Moreover, do not tolerate any retaliatory treatment against the person filing a complaint.
• When in doubt, defer to legal expertise with cases involving harassment or violence.

Policy Adherence– Beyond the legal and moral harms of sexual harassment or assault at the workplace, it makes good business sense to adhere to strict protocols in these areas, as a hostile work environment is not conducive to productivity, creativity or career longevity.

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