Home HR Management FROM THE WORKDAY TO THE COMMUTE: HOW EMPLOYERS CAN KEEP THEIR STAFF SAFE FROM HARASSMENT AT ALL TIMES

FROM THE WORKDAY TO THE COMMUTE: HOW EMPLOYERS CAN KEEP THEIR STAFF SAFE FROM HARASSMENT AT ALL TIMES

by Jackson B
FROM THE WORKDAY TO THE COMMUTE: HOW EMPLOYERS CAN KEEP THEIR STAFF SAFE FROM HARASSMENT AT ALL TIMES
gawdo.com
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According to Chief People Officer, Alex Hattingh at Employment Hero, it’s in employers’ best interest to ensure their employees are safe on their daily commutes as well as in the office environment.
She states, “As general safety concerns across the UK continue to grow, it is important we are all taking the steps necessary to ensure we are looking out for the safety of everyone – employers must also take responsibility. With restrictions set to ease next month and gradual return to office working commences, some employees may be anxious about their commutes so employers must be aware and prepared.It is in employers’ best interest to ensure staff are safe outside of work, just as much during working hours.”
“There are of course considerations to make when it comes to finding the balance between keeping your employees safe, and overstepping their boundaries outside of work. But, for example, if your office is in a quiet, badly lit area, and as we see fewer people commuting into the office in 2021, you may want to look into making changes to your policy that provides more support to everyone who is part of your business. A really simple way to solve for this is offering flexible start and end times and remote work where possible. You can also survey your team to find out what support they might like to see.”
She added, “A year into the lockdown and after 12 months of remote working, employers now have an obligation to provide more than just HR support, but ‘total employment care’ to their staff, and employee welfare should be a top priority.”
Alex Hattingh, shares her top tips for how businesses can approach serious issues surrounding harassment head on.
 
How To Recognise And Prevent Sexual Harassment In Your Office

Introduced in 1984, The Sex Discrimination Act defines sexual harassment as taking place when a person: 

  • Makes an unwelcome sexual advance, or an unwelcome request for sexual favours, or
  • Engages in other unwelcome conduct of a sexual nature.

This can include

  • Unwelcome touching, hugging or kissing, leering
  • Suggestive comments or ribald jokes
  • Persistent sexual innuendo or insults
  • Unwelcome requests for sex
  • Intrusive questions about an employee’s private life or body, along with
  • Criminal matters such as sexual assault, stalking or indecent exposure.


It does not have to be repeated or continuous to be against the law. It can be a one-off incident.
Some of the most frequently reported forms of physical sexual harassment include unwelcome touching, hugging, cornering or kissing; inappropriate physical contact; and sexually explicit emails or texts.

 
Online sexual harassment
This would see an employer or employee display unwelcome sexual advances, ask for sexual favours or display sexual behaviour that intends to make another person feel offended, intimidated or humiliated. Online, this harassment could include making unwelcome sexual comments, sending explicit images or sharing personal images of the victim via text, email, instant messaging or with social media messaging.
How employers can prevent sexual harassment
You need to recognise the behaviour, and do all you can to reduce the risk of it happening in the first place.

As a start, you need to establish the following:

1. A clear, plainly worded sexual harassment policy

Make it clear that you have zero tolerance for harassment in any form, and make sure your sexual harassment policy includes:

  • Your company’s position on sexual harassment
  • A clearly worded definition and specific examples of where sexual harassment may happen e.g. work conferences, celebration events like the Christmas party, work trips, etc.
  • A statement of what is not sexual harassment such as behaviour that is mutually acceptable to the parties concerned
  • The consequences for employees who breach the policy
  • Responsibilities of direct managers and co-workers
  • Information on where employees can get help, or make a complaint


2. Effective communication of the policy

As we always say, it’s not enough to have a strongly worded workplace policy on sexual harassment, or any other workplace issue. You must apply the policy consistently across your business, and you must enforce it.

This means you should:

  • Formally communicate the policy to all employees
  • Provide training if required
  • Ensure your employees sign a statement of understanding, and
  • Retain the signed documents


3. An accessible process for dealing with complaints

You should nominate a senior employee (this could be you!) or the owner of the small business you work for as a sexual harassment complaints officer.
You also need to provide several different ways in which an employee can make a complaint in the event this senior employee is the harasser.
As complaints are often complex, sensitive and potentially volatile, you should ensure your complaint procedures are:

  • Clearly documented and explained to all employees
  • Timely and confidential, and address complaints in a fair and consistent manner
  • Based on the principles of procedural fairness
  • Administered by trained personnel
  • Structured to provide clear guidance on internal investigation procedures and record keeping, with appropriate disciplinary outcomes
  • Regularly reviewed for effectiveness, and give employees assurance that they will not be disadvantaged for making the complaint.

Your company’s dating policy comes into play, too. Companies like Google have created a ‘one chance’ policy to draw the line.

Avoid legal and reputation risks
Should an employee engage in sexual harassment in your place of work, the only way the company as the employer is not going to be held accountable is if you can demonstrate you took all reasonable steps to prevent the conduct happening.
Take the time now to update your policies, and procedures to make sure your staff know that it won’t be tolerated in your workplace and any allegations will be investigated.

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