Harassment and Discrimination in the Workplace

Challenge of Addressing Workplace Harassment and Discrimination

Workplace harassment is still a major pain point, putting organizations at risk for cultural, reputational and financial damage. Harassment remains prevalent: 52% women face workplace bullying, and almost 30% of all charges filed with the EEOC contain allegations of harassment.

Creating a workplace culture where employees feel safe and respected means designing and implementing a workplace harassment prevention program that adapts to emerging issues. The political environment, social events and technological developments can all influence workplace harassment. Compliance professionals need to be nimble and constantly adapt their plans to respond to these changes.

Technology is another factor that can make workplace harassment a bigger concern. Digital devices are now smaller, more portable and more powerful, allowing for constant engagement. Technology also enables people to connect in ways that would not have been possible only a few years ago. With the almost nonstop coverage of news events and constant stream of information through social media platforms such as Facebook and Twitter, it’s almost impossible for employees to avoid discussing divisive topics in the workplace.

See How Harassment & Discrimination Training Can Help

What you need

Report Intake & Management

Multiple ways for employees to report workplace harassment, and a secure place for reports of discrimination in the workplace to be gathered and managed.

Policy

Clear communication on your workplace harassment policy and an easy way to review and update it annually.

Training

Nimble training that provides employees with a deeper level of understanding on how to spot age, racial or religious discrimination, workplace bulling, abusive conduct and sexual harassment.

Awareness

An ongoing awareness effort to reinforce the right tone and keep anti-harassment and anti-discrimination training top of mind.

Management Buy-in

A communication program to middle managers that provides ongoing practical steps they can take to stay connected with their employees, and help prevent harassment before it starts.

Follow Through

A commitment, enforcement and accountability for policy violations as they occur.

Steps You Can Take to Build a Workplace Harassment Prevention Program That Works

Step 1: Start with a commitment from leaders at all levels of an organization. All leaders (not just compliance and HR) must actively participate in changing the workplace and holding others accountable. Join the "You Can't Delegate Ethics" campaign for expert advice and resources to own the issue of sexual harassment in your workplace.

Step 2: Determine the metrics you will use to measure program success.

Step 3: Develop the components of your workplace harassment and discrimination prevention program including updating your code of conduct, implementing and distributing harassment and discrimination policies, and providing workplace harassment training.

Step 4: Make data driven improvements to your program and seek regular program feedback.