How Employers Address Sexual Harassment in the Workplace

Employers are often first to address sexual harassment in the workplace.

The first sexual harassment legal case was tried in 1976, according to Barry S. Roberts and Richard Mann, authors of "Sexual Harassment in the Workplace." They state that several companies still do not have clear sexual harassment polices in place, which leaves them open to litigation.

Significance

The first step an employer must take in addressing sexual harassment in the workplace is publicly acknowledging that this behavior will not be condoned. Employers need to create a clear policy on how sexual harassment claims will be handled. The policy needs to be displayed for all the workers to see.

Effects

An employer who creates a clear policy in sexual harassment will encourage workers to report incidences, according to the New York State Nurses Association. The sexual harassment policy should include a definition of sexually harassing behaviors and clear guidelines on how a worker can report an incident. The employer must also show consistency in supporting its policy.

Prevention/Solution

Employers and managers need to know how to handle a sexual harassment complaint. There should be a clear grievance procedure, which outlines what will happen to anyone found guilty of sexually harassing behaviors under the company's policy. Employees need to be informed if termination or other sanctions can result if they are found guilty of sexual harassment.

References

• University of Akron: Sexual Harassment in the Workplace: A Primer
• The New York State Nurses Association: Sexual Harassment in the Workplace