Minimising Sexual Harrasement at Work
Things you can do to help stop bullying and harassment in the workplace
There are many ways to help minimise and even stop sexual harassment and discrimination in the workplace.
What constitutes bullying and harassment in the workplace is not always clear in people’s minds but there are rigid laws that define what is and isn’t proper.
Firstly, it is crucial as an employer or manager that you are aware of the definition of workplace bullying and harassment. Creating a Bullying and/or Harassment policy is important. A documented policy needs to be shared with and accessible to all employees. It should be made part of the induction process for each new staff member.
The second is to identify any issues of misconduct in the workplace and minimise the chance of inappropriate behaviour being perpetrated.
Here are some other steps you can take to avoid harassment and bullying in the workplace:
- Regular training on harassment and bullying for all employees
- Providing a yearly presentation on discrimination and inappropriate workplace behaviour
- Displaying posters and emailing your workforce with up-to-date information
- Promoting and engaging in discussion about these issues
- Ensuring your business has and uses appropriate resources and has processes to eliminate or minimise risks of sexual harassment and bullying.
If every employee is aware of what is both expected and demanded of them in relation to interacting with other staff, customers, and visitors to the workplace, then there is less chance of inappropriate behaviour taking place.
Regular training and information on sexual harassment and bullying for all employees
As with all forms of training and important information, there need to be regular and measurable outcomes. Having a one-off presentation or training session will address the issues and matters of what is and is not appropriate workplace behaviour but then what?
With regular training comes a deeper understanding of the knowledge provided and imbeds a better workplace environment. Any issues or instances of a breach of the expected workplace behaviour should be dealt with immediately and followed up with all staff, where appropriate.
This training and information should extend to what happens in dealing with non-employees such as delivery people or contractors on site, ‘outside of work’ behaviour including social media and texting shared between staff, the impact of online material displayed in the workspace.
Workplace safety starts from the top down
As with any part of workplace safety, the behaviour of management is crucial to the overall workplace.
Managers of all descriptions should be demonstrating the values and behaviours that are expected within the work environment.
The foundation lies in having clear and accessible workplace policies and procedures in place. This helps prevents problems including harassment, bullying or other serious misconduct.
Demanding a clear and documented understanding of harassment, bullying, and discrimination from leaders is an important step. Ongoing training on these issues is a cornerstone of a safe, open and productive work environment.
All managers should have the ability to recognise and deal with discrimination and harassment issues in a timely manner.
If your business does not have the ability to address these issues, then there are experts who can help.
Getting the best professional advice
Without the necessary human resources and time, it may seem almost impossible to cover the key issues of harassment and bullying in the workplace.
Prevention is the key and having all staff understand what appropriate behaviour is vital to minimising and eliminating issues within your work environment.
This is when it pays to be proactive and get the best in expert advice. That’s where Clyde Industrial is the team to see.
They can cover the complex and ever-changing world of employment regulation in Australia.
You need the appropriate tools to deal with issues and disputes before they arise is a powerful asset for any business. Get expert advice that is cost-effective and accessible whenever you need it with Clyde Industrial.
It’s all about finding a better way to help you do better business.
For assistance in any employment disputes or other human resources concerns, reach out to us here.