Employees who face workplace harassment want to know how it is defined, what solutions exist, and whether these solutions will create meaningful change. HR professionals need to address their concerns.
One of the main roles of HR in identifying and preventing harassment is training for everyone within the organization. They also need to clearly communicate how to report harassment of any kind.
Hold discussions about an inclusive workplace
It is better for HR professionals to focus on encouraging behavior the organization wants to see instead of focusing on the behaviors it wants to discourage. They should hold discussions that help employees define what a respectful workplace and inclusive workplace means to them.
HR professionals can’t afford to be derailed by stereotypes or assumptions about harassers. No matter how high up in the organization a perpetrator may be, victims need to know they will be held accountable. Sexual harassment attorneys from USAttorneys.com have experience in such cases and can offer useful advice on how to proceed.
Encourage bystander intervention
HR professionals must emphasize the importance of witnesses coming forward when they see harassment taking place. It is easy for them to turn a blind eye because they don’t want to get involved. Employers need to know how often it is happening and whom it is affecting.
When sexual misconduct goes unchecked, it has a negative effect on company culture. Everyone in the organization needs to be fully aware of what behavior is rewarded and will help them to progress. It needs to be stressed that everyone has a role to play in creating an inclusive and respectful workplace environment.
Build up the trust of employees
HR professionals must handle reports and incident responses in such a way that employees trust them and feel that their concerns are taken seriously. Other ways they can help to create a safer workplace culture would be to implement periodic culture audits and surveys.
The HR team must never brush off a complaint, even if it thinks it is trivial. It should always take the time to listen, ask questions, and inform the employee about what will be done to follow up.
Train everyone to participate
Everyone within the organization should feel comfortable enough to speak up if there’s a problem. An open-door HR department with multiple outlets to report transgressions can help.
The HR department also needs to train supervisors about how to handle complaints they receive in a professional manner. In fact, training forms a very important part of HR’s role in identifying and addressing workplace harassment.
Emphasize the value of evidence
In addition to encouraging employees to report harassment as soon as it occurs, HR also needs to emphasize the value of submitting evidence that clearly documents the harassment. Employees need to keep track of times, dates, type of action, and any witnesses to the harassment. This is particularly important for employees claiming a hostile work environment.
Address the fear of retaliation
Fear of retaliation is always strong when making complaints so it is important for HR to have an anti-retaliation policy in place. Employees need reassurance that they will not be subject to retaliation when they report harassment. Retaliation can be a true deterrent to creating a respectful workplace.
Conduct thorough investigations
Employees need to know that when they report harassment, it will be dealt with by HR in a confidential manner and thoroughly investigated. Harassers who may bring in more clients than anyone else shouldn’t receive preferential treatment. All complaints, no matter who they are made against, should be investigated and not just pushed under the carpet.