Tools for Building a Workplace Harassment Prevention Program That Works

Jessica_Poundstone.png

Do you have a comprehensive workplace harassment prevention program in place?

During our recent webinar, “Workplace Harassment is Evolving: Is Your Prevention Program Keeping Pace?,” we asked attendees whether they had a comprehensive program in place to help prevent harassment at work. More than two-thirds said “no”—their workplace harassment prevention efforts do not currently extend beyond anti-harassment training.

Given the fact that workplace harassment is still a major pain point—putting organizations at risk for cultural, reputational and financial damage—implementing a comprehensive workplace harassment prevention program (not just training) is critical for creating an organizational culture that repels harassment. In fact, earlier this year, the U.S. Equal Employment Opportunity Commission (EEOC) announced that 30 percent of all charges filed with their agency are related to workplace harassment—and that they are focusing on “developing strategies to prevent and correct harassment” to help curb this “major problem.”  

In order to make a significant impact on reducing workplace harassment issues, prevention cannot be a one and done training effort. To help compliance professionals who want to do more in their organizations, we’ve compiled our top resources for bolstering workplace harassment prevention efforts.


Eight Tools for Building a Workplace Harassment Prevention Program That Works

  1. Sample Policy: Global Anti-Harassment & Bullying: This sample policy, developed by Littler,  provides a starting point for organizations who want to update their anti-harassment and bullying policy—or implement one for the first time.
  2. Checklist: Harassment Investigations: Developed by Littler, this checklist provides investigators with practical advice and outlines best-practice steps to take when investigating workplace harassment-related issues—from ensuring that questioning occurs in a secure setting to determining what remedial action is most appropriate.
  3. Video: Workplace Harassment is Evolving: Is Your Prevention Program Keeping Pace?: Tips from NAVEX Global experts on adapting your workplace harassment training approach to reach and engage your modern workforce.
  4. Legal Brief: California AB 1825—Sexual Harassment Training Requirements: The state of California has established strict requirements for sexual harassment prevention training and other forms of workplace harassment. These practices set the bar for harassment training in organizations worldwide. This legal brief outlines the requirements imposed by the law, including specific guidance on how harassment training ought to be conducted and what it should cover.
  5. Blog Post: Keys To Raising Employee Awareness of Ethics & Compliance Programs: Unless employees are aware of your workplace harassment policies and expectations for adhering to them—or speaking up when they see potential misconduct—your prevention efforts will stay stuck in neutral. This post provides best practices for making sure you reach employees.
  6. Legal Brief: California AB 2053—Navigating California’s New Abusive Conduct Training Regulation: In late 2014, the California legislature amended the existing law requiring harassment training to also require mandatory training on abusive conduct (or workplace bullying). This legal brief defines abusive conduct according to the law and describes the training requirements under AB 2053.
  7. Blog Post: Building a Culture-Changing E&C Program: Six Essentials: Compliance programs are effective only to the degree that they help build and support a strong organizational culture.  So what does a strong corporate culture look like? And what ethics and compliance tools can help support it? Our experts share their experiences and perspectives.
  8. Blog Post: How Do I Know If My Policy Management System Is Working? Five questions to help you determine whether employees are reading, understanding and changing behavior related to your policies—including your workplace harassment-related policies.

If your organization is struggling with systemic workplace harassment or other organizational culture issues, reach out to us. We’ll help you consider what steps you can take to address your most pressing E&C issues and help you get your organization back on the right track.


Chat with a solutions expert to learn how you can take your compliance program to the next level of maturity.


Lessons From the Kleiner Perkins Trial: Stopping Discrimination Against Women

In recent weeks, much media attention has been paid to an important case against a well-known Silicon Valley venture capital firm Kleiner Perkins Caufield Byers. Since late February, the technology sector venture capitalist has been embroiled in litigation involving allegations that its upper management consistently and repeatedly engaged in gender discrimination in the workplace. In this post, we explore some key takeaways for bolstering anti-harassment efforts in light of the firm’s missteps.

Previous/Next Article Chevron Icon of a previous/next arrow. Previous Post

Proving the Business Value of a Strong Organisational Culture: Four Keys to Serco’s Success

Robert Smith, U.K.-based Director Assurance at Serco Group PLC, a NAVEX Global client, shares his thoughts on how he and his team are helping Serco build and sustain a strong organisational culture, reducing reputational risk and better protecting the business.

Next Post Previous/Next Article Chevron Icon of a previous/next arrow.

Comments