Harassment in the workplace not only negatively affects productivity, but it also creates a wall between the team members. To help shift the Human Resource function away from the role of a babysitter, consider these useful suggestions.
Create or Revise a Company Policy on Harassment
Most of the laws can be found with the Equal Employment Opportunity Commission’s website. Do not be afraid to go beyond the laws in your policy; for instance, harassment can happen to groups of people who are not protected by law, and the purpose of the policy is to create a team environment in addition to avoiding law suits. Your policy should define terms, list your rules, explain consequences to breaking those rules, and provide a grievance procedure. The written policy should be given to each employee and included in the orientation for new hires. It should be kept readily available. Consider having every employee sign a contract stating they read and understood your policy and pledge to adhere to it.
Educate Your Employees
The Equal Employment Opportunity Commission (EEOC) will sometimes provide training at your request. In addition, you can provide training on your own related harassment policy which should encompass the same very things the EEOC covers. Training can include a discussion in an employee meeting, a workshop, or a computerized learning module. Go beyond the information and get the employees involved with demonstrations or activities like a list of thought provoking questions. The best training usually helps people empathize with victims of harassment.
Set up Reminders
Once is not enough. Any training you provide should be repeated on a regular basis (such as annually), and you can make short reminder comments during employee meetings or on the employee newsletter. Also, you can post inspiring posters in the break room, offer team building contests, and gain insight surveying employees on the effectiveness of the policy.