1. Set up a distinct, zero-tolerance, anti-harassment policy
Implement a zero-tolerance policy against sexual harassment and encourage employees to come forward to report misconduct –even if members of the top management are implicated. Employees at all levels should have confidence that they can report workplace harassment without fear of penalty and be assured that their complaints will be taken seriously. The policy should have multiple avenues for reporting, so employees can go to their manager, human resources, or other trusted company leaders when problems arise. Also, Implement an anonymous reporting software Your Safe Hub to encourage reporting by employees who may be uncomfortable making a complaint directly.
2. Implement training and awareness programs for your employees
Educate and train all employees about sexual harassment in the workplace, including the top management. If needed, provide training in multiple short sessions to accommodate executives’ busy schedules. Top-level Management has tremendous potential to influence the company’s culture and expectations and their visible participation in training will send a message that the company and its leaders are serious about harassment issues.
3. Create specialized training for managers and supervisors
The people in charge of managing employees should behave impeccably in all workplace situations. Furthermore, they must be skilled in acknowledging when harassment occurs and clarifying that such behavior can’t be tolerated under any circumstances. This includes being trained sufficiently so they are aware of harassment complaints. Make sure they understand that either men or women can provoke or become a victim to workplace harassment.
4. Build a culture where harassment is unlikely to take place
There's no room for harassment or bullying in a workplace. Take all the preventive measures to make sure that it doesn't happen.
Everybody should be very clear about the consequence so that no one participates in such acts. Hire more diversely, to prevent any kind of discrimination that could build up to bullying in the future.
5. Set up a system and ensure everyone understands the process for reporting a complaint
Take all complaints seriously, analyze them thoroughly, document all your efforts and act right away – regardless of the position of those involved. Try to maintain discreetness, but ensure that employees know that some facts may need to be shared to thoroughly investigate and address the issues raised by the complaint. If the investigation proves that the allegations are true, take immediate action to make sure that it doesn’t happen again. Do not overlook such practices or fail to take befitting action because the assailant is a respected manager.
In order to terminate the fear of retaliation, establish anonymous channels of communications to issue or submit the complaints. Implement Your Safe Hub in your organization for reporting purposes It's a secure communication channel that protects such employees with the power of anonymity.