In the current global work scenario where employment in an MNC is based on individual capability, diversity is prominent. From changes in the traditional male-female ratio to the presence of all ethnic and cultural groups, the present companies employ people from all walks of life. One of the most common issues with this mixed recruitment is workplace harassment.
Workplace harassment, as the name suggests, is common no matter the industry. From casual teasing to sexual harassment and serious slandering to accused terminations, there are many types of workplace harassment going on in the industry.
It can be seen that if the organization does not take a serious and righteous stand in such cases it leads to repercussions. Serious issues can lead to lawsuits against the company making them lose money in litigations and ending in foreclosures.
Many laws protect employees in private, public, and governmental agencies in the present legal system. Federal laws like Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act provide support in workplace harassment cases. But still, how can you prevent harassment?
According to the Equal Employment Opportunity Commission (EEOC), there are five steps that any corporate business can follow.
- Leadership
- Accountability
- Harassment policies
- Complaint system
- Training programs
Let’s learn about them in brief.
Leadership
In any business organization employees from the top to bottom take responsibility to ensure fair work. People should refrain from harassing their co-workers in any which way – both casually and seriously.
A diverse company with employees from multiple ethnicities should consider people’s feelings. Each person from different background takes offense differently. Employees should take leadership to avoid derogation from each other. This approach should be a part of the overall strategy collectively.
Accountability
In a professional environment, accountability is critical. When it comes to workplace harassment, each employee should be accountable to uphold the best behaviors and moral ethics.
Either refrain from harassing each other or report the harassment to the right authorities. Appropriate responses should be taken against discrimination and harassment. You can create a harassment-free workplace if each person is accountable for their professional behavior.
Harassment policies
Each business organization needs to prepare a set of harassment policies for their employees unanimously. From the lowest staff to the top c-suits or board of director members must adhere to the policies without any scruples. It should also be conveyed to the members of the company and followed to the dot.
If possible, create policies in multiple languages for people of different nationalities to understand. You also need to revise, update, or change policies depending on the changes in related laws in the geographical location.
Complaint system
Any workplace harassment will remain hidden and cause serious issues later if there is no complaint system in the company. Such a system will allow the harassment to be reported in the earliest stages and can help the company mediate the issue. If the problem, can be solved then it must be solved immediately.
Else it can escalate to major proportions in the future. A separate wing of employees and c-suit members should be responsible for this system to avoid any form of bias who should receive, investigate, and resolve the issue.
Training programs
Any workplace harassment policies implemented by the company are ineffective without proper training. The company should conduct training programs that enlighten, train, or guide employees on how to tackle workplace harassment.
Regular, interactive, and comprehensive policy training will keep the employee updated on relevant workplace policies. Properly trained knowledge ensures that employees will refrain from such activities within the organization.
