How to Manage Cultural Change and Sexual Harassment in your Workplace
2017 saw a major increase in high profile sexual harassment cases dominating headlines. However, it’s not just the entertainment industry where this behaviour is a problem. So how should organisations manage this issue?
It’s hard not to have seen the headlines regarding industry moguls such as Harvey Weinstein and household names such as Don Burke facing accusations of sexual harassment at work. From the likes of these types of reports came the #metoo hashtag which has dominated social media platforms over the past few months.
But what impact do these headlines have on employers?
Well for starters, it should push organisations to ensure their policies and procedures on sexual harassment are up to date, that their employees are aware of these and that they are addressing the issue head on (if they haven’t been doing so already) to minimise any potential risks and liabilities.
According to a new poll, 1 in 5 women have revealed that they have been victims of sexual harassment in the workplace and yet 58% of those have not reported it to their Company due to reasons such as intimidation and management failing to pursue the issue.
However, due to this problem being highlighted and women now seeing that it is possible to fight these cases successfully, it is likely that employers will see an increase in these grievances being brought forward in the workplace.
Sexual harassment claims are costly, they can cause substantial damage and disruption to any organisation, harming both your employees and your business reputation, so it is vital that initial complaints are taken seriously and that you know how to respond with any situation of sexual harassment that may arise.
As an employer or a manager, you should be actively creating a company culture that encourages employees to come forward and report cases of sexual harassment whether they have been directly affected, witnessed first-hand or heard through the office grapevine to ensure you are protecting your staff from all instances of these types of behaviours.
It also needs to be made clear to those that do speak up about sexual harassment that they will not suffer a detriment by doing so, as this is unlawful and a claim for victimisation could be another problem your company could face.
Reasonable steps your organisation should take to prevent sexual harassment include:
- • A current and comprehensive sexual harassment policy;
- • A grievance procedure or step by step guide on how to report a case of sexual harassment;
- • Training for management and supervisors in their legislative obligations;
- • Training for employees on what is unacceptable behaviour and how to report it;
- • Encourage reporting of incidents or potential risks;
- • Detailed investigations, in-line with grievance and disciplinary procedures.
If reasonable due diligence steps are taken and complaints of harassment are investigated professionally and discretely, it is possible to resolve them effectively.
If you need assistance with anything relating to this topic from drafting and implementing a robust Sexual Harassment Policy or Complaints Procedure to conducting independent workplace investigations or providing workplace training, please do not hesitate to contact Cheryl at Human Resource Services on (07) 5530 1571.
