Workplace sexual harassment is a pervasive issue that affects millions of employees worldwide. It can take many forms, from unwanted advances and comments to physical assault and coercion. Workplace sexual harassment is a serious issue that requires a comprehensive approach to prevention and response. Our second part of the article will address other safeguards other than Personal Safeguards earlier discussed. They includes;
Developing a Zero-Tolerance Policy
Define Prohibited Conduct: Clearly outline what constitutes sexual harassment, providing specific examples relevant to the organization’s environment. This includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Communicate Consequences: Specify the disciplinary actions for policy violations, ensuring all employees understand the seriousness of such offenses.
Provide Training and Education
Regular Workshops
Conduct training sessions that help employees and management recognize, prevent, and report harassment effectively. Tailor these programs to address various forms of harassment, including verbal, physical, and online behaviors.
Interactive Modules: Utilize interactive training methods to engage employees, enhancing their understanding and retention of the material.
Designate a Clear Reporting Process
Multiple Reporting Channels:
Establish various confidential reporting options, such as anonymous hotlines, designated HR representatives, or third-party ombudsmen, to encourage employees to come forward without fear of retaliation.
Accessible Procedures: Ensure that reporting procedures are clearly outlined and easily accessible to all employees.
Ensure Accountability
Fair Investigation Process:
Implement a transparent procedure for investigating complaints, ensuring impartiality and fairness. This includes prompt action and thorough documentation of all findings.
Consistent Enforcement: Apply disciplinary actions uniformly across all levels of the organization, demonstrating that no individual is exempt from adherence to the policy.
Foster a Respectful Workplace Culture Leadership Commitment:
Leaders should model respectful behavior and openly support anti-harassment policies, setting a standard for the entire organization.
Encourage Open Communication: Promote an environment where employees feel comfortable discussing concerns, knowing they will be heard and addressed appropriately.
Monitor and Review Policies
Regular Assessments:
Periodically review and update harassment policies and training programs to ensure they remain effective and aligned with current legal standards.
Feedback Mechanisms: Implement systems to gather employee feedback on the effectiveness of harassment prevention measures, using this information to make necessary improvements.
Integrating these comprehensive safeguards, employers can create a safer, more respectful workplace that actively prevents sexual harassment and supports all employees.
“You are not your own; you were bought at a price. Therefore, honor God with your bodies.” (1 Corinthians 6:19-20)
Prof. Ofonime Emmanuel Bassey is a keynote speaker. Chairman, South South Zone of Police Campaign Against Cultism and Other Vices, (POCACOV) Nigeria.
He is a consummate professional with more than thirty (30) years work experience in Consulting, Peace and Conflict Management, Peace Building, Security, Law Enforcement, Academia, United Nation Peace Mission.
An Apostolic Bishop, Author of more than thirty (30) books. President/Chancellor, NISSI Institute (www.nissiinsitute.net)
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