Three steps to preventing sexual harassment in the workplace

Sexual harassment in the workplace is high up on the public agenda.

Ever since the Harvey Weinstein revelations, there has been a growing number of people – both male and female – in the public eye speaking up about unwanted sexual advances and attention they have experienced.

From every perspective, preventing sexual harassment in the workplace is important.  Employers also need to remember that in the event of a proven case of sexual harassment in the workplace, they themselves could be found vicariously liable.

Create a robust harassment policy

harassment policy in your employee handbook

This should include a definition of all types of harassment, including sexual, and list examples of behaviours that would be considered inappropriate. The policy should go on to explain how employees should go about reporting harassment claims, as well as how those found to be responsible for harassment will be disciplined.

Beware of inappropriate office ‘banter’

Most people have experienced a situation whereby a ‘joke’ is interpreted differently from one person to the next and such situations rarely result in a positive outcome.

However, there is a time and a place for everything and jokes relating to someone’s appearance or sexual orientation, or any other ‘protected characteristic’, shouldn’t be tolerated.  If an employee makes an inappropriate comment or joke, be sure to act on it.

Keep office parties ‘PG’ rated

However, when outside of the office environment and when plied with alcohol, behaviour can quickly become unsavoury.

The most powerful tool for keeping sexual harassment at bay is an effective prevention plan. Employers should make every effort to provide a safe and comfortable environment for their employees; taking a hard line against any instances of inappropriate behaviour and leading by example – taking a respectful approach to all colleagues, employees and business associates. For further help and guidance in relation to preventing sexual harassment or how to deal with a claim of sexual harassment between your employees, please contact us.