Image Source- Heike Trautmann On Unsplash
On any day, you can search Google for “sexual harassment”, go on to the “News” link, and discover a lot of headlines about recently occurred sexual harassment allegations. You may see stories of industries and across geographies and discover how little has been done to prevent sexual harassment in the workplace. For more information on preventing sexual harassment at your workplace, visit this website.
No company wants to accept that sexual harassment that occurred on their work premises would be an issue for them. Still, the sad reality is that sexual harassment has a significant impact. A single report from a big company or a prominent individual can become the focus of attraction. It can do considerable damage to their brand–from both employee and customer standpoints–apart from other devastating impacts.
Theoretically, sexual harassment is a gender-neutral crime: both men and women can harass women and men in this manner. However, data indicates that women who claim men sexually harassed them make up most of the sexual harassment allegations and claims.
As long as the harassment is focused on sex rather than sexual orientation—which is not protected under Title VII—people of the same sex can also harass each other sexually. For instance, if a guy feels uncomfortable seeing sexually explicit pictures of women by his coworkers regularly, he may be able to file a sexual harassment claim.
Nonetheless, under the present meaning of federal law, it may not be regarded as unlawful harassment if a man’s coworkers make fun of and insult him because he is homosexual. Nonetheless, certain states’ or even cities’ laws may make such conduct unlawful. (Of course, even if such behavior is not against the law, it is also inappropriate, and intelligent bosses would quickly put an end to it so that everyone can get back to their jobs.)
If you are an employer, you can lower the chance of sexual harassment at work by taking a few different steps. You should take care of as many of these steps as you can, even though you might not be able to finish them all.
You should have a policy against sexual harassment in your employee handbook. That rule should be:
Provide staff training sessions at least once a year. In addition to reviewing your complaint procedure and encouraging staff to use it, these trainings ought to define sexual harassment, highlight the right of workers to a harassment-free workplace, and explain how it works.
Managers and supervisors should have separate training sessions from employee sessions at least once a year. Managers and supervisors should learn about sexual assault and how to handle complaints during these sessions.
Get out and talk to your staff occasionally. Discuss the working environment with them. Request their views. Examine the actual workspace. Are there any offensive notes or posters around? Discuss the matter with your superiors and supervisors. Maintain open lines of communication.
Investigate sexual harassment accusations right away if someone makes one. In cases where the complaint proves to be valid, you must act quickly and decisively.
Specific workplaces must offer sexual harassment training according to specific state laws. Every two years, businesses with over fifty employees are compelled by law to provide supervisors with two hours of participatory sexual harassment training.
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