How to prevent harassment in the workplace

To prevent harassment in the workplace, inform employees of the different types of harassment, let employees know the possible consequences of harassment, and institute DEI policies and training. Here is a closer look at the ways you can prevent harassment in the workplace:

• Inform employees of the different types of harassment

Create workplace policies that prevent harassment. Harassment in the workplace is defined as unwelcome physical or verbal behavior imposed upon you by a co-worker or superior. In other words, any behavior you find abusive, hostile, intimidating or offensive. Harassment in the workplace falls into one of two categories:

• Hostile Working Environment - This is when a superior or peer humiliates you in some form, verbally, physically, or otherwise.

• Quid Pro Quo - When any job benefit, like a promotion, raise, or similar, is offered to you in exchange for your engagement in some form of sexual behavior.

Your organization's policies on harassment should include a set of procedures that are meant to address any workplace claims of harassment in a confidential, effective, and efficient manner.

• Let employees know the possible consequences of harassment

Here are some potential consequences:

• Probation. The offending party could be placed on probation, and if they continue the behavior the consequences could become more severe. In general, employee probation lasts for around 60 to 90 days. It can also be extended if the offender does not improve their harassing behavior.

• Suspension. An employee or employees might also get suspended depending on the severity of the offenses committed. In this scenario, the offender(s) must meet with HR, and stay away from the workplace during the course of their suspension.

• Termination. Dismissal is usually the last resort for organizations dealing with this situation. If the offense is severe enough, the employee might get fired. They also may get the ultimatum of termination if the behavior continues.

• Institute DEI policies and training methods

There are many different types of DEI (Diversity, Equity, Inclusion) training, here are some examples that are commonly used:

• Unconscious bias training

This is meant to help employees understand their implicit and unconscious biases towards certain groups of people.

• Allyship training

Allyship training's focus is to enable those in positions of privilege or power to support or amplify the concerns or needs of an employee or group of employees that come from a minority group or historically marginalized community.

• Bystander communication training

• Keep open lines of communication

Having an effective communication strategy and effective communication methods in your workplace is a way to prevent harassment. When employees have knowledge of and access to a communication network, it can help them to comprehend, identify, and report incidents that might mark the beginnings of harassment. This should include management and HR.