How to Manage Sexual Harassment

There are two different types of sexual harassment; Quid pro quo and hostile environment. Quid pro quo is when a request is made for sexual favors in exchange for something else. Hostile environment is when unwelcome sexual advances are severely constant, severe or pervasive. Employers, or school administrators, have the responsibility to put in place and enforce a policy that will handle such matters. According to the Human Rights Act 1993 and the Employment Relations Act 2000, a complaint of sexual harassment has to be taken seriously by the employer or school official. Most forms of sexual harassment occur in the workplace. This article will go over the steps necessary for an employer to follow to manage sexual harassment in the office.

Difficulty: Moderately Easy

Instructions

1. Start by reading up on the laws about sexual harassment and the company's role in enforcing it. Contact human resources about copies of the Human Rights Act 1993 and the Employment Relations Act 2000.

2. Realize that your workplace isn't immune to sexual harassment. Take the risk seriously. Most people that are sexually harassed are generally younger women who work for an older male or in a workplace dominated by males.

3. Design an effective sexual harassment prevention plan. Plan out any details, procedures and penalties associated with the plan. Designate a point of contact that the person being harassed would feel comfortable enough with a complaint. Design, or buy, any type of paperwork that needs to be implemented with the plan with instructions on how to fill it out.

4. Implement the plan. Communicate the plan to any affected parties. Post the plan and any revisions in common areas such as the hall bulletin board, company's intranet and break rooms. Have a meeting with employees to discuss the plan and answer any questions they may have.

5. If a complaint is made, arrange a meeting with both parties seperately. Note any details while listening empathetically. Document any prior interactions and warnings that may have been given. Try to see if there were other complaints against the harrasser. If sexual harassment is established, take the appropriate action according to your implemented plan.

Tips & Warnings

• Sexual harassment can be expensive for the employers if there isn't a plan in place and it is not followed through.
• Employers are legally obligated to take sexual harassment seriously.