Written by To prevent harassment at work, we need to do more than just punish bad behavior. We need to alter the systems that facilitate harassment and create new ones that safeguard individuals. That involves altering the way work is accomplished at work, beginning at the top and trickling down to policy. Here are a few methods of actually making it occur:
- Make Reporting Easier and Safer
What should be changed: Reporting harassment should not be hard or intimidating. Far too many don’t report now because the process isn’t simple or safe enough.
Solution:
Use third-party sites that permit people to report harassment anonymously, but which still track complaints.
Describe the process of reporting harassment to all employees, not just in orientation.
Appoint neutral people who will be able to help those who wish to report but do not know where to turn.
Leave it up to staff to decide how they would like their grievance resolved.
- Hold Leaders Responsible
What needs change:Leaders set the tone of the workplace. If they can act badly and get away with it, then everyone else is assumed to be able to do the same.
Solution:
Connect rewards and incentives for leaders to maintaining an excellent positive, respectful work atmosphere.
If the leader is convicted of harassment, the company will need to be able to demonstrate that everyone is held to an equal standard.
Monitor leaders’ behavior towards others by measures of worker feedback.
- Build a Culture of Support
What must change: If we don’t criticize harassment, it worsens. We need to enable individuals to feel comfortable reporting on bad behavior they’ve seen.
Solution:
Give employees training to speak up and interrupt harassment when they see it happen.
Host regular forums where employees can discuss openly what did happen and what is and isn’t acceptable.
Reward individuals who act in ways that encourage kindness and inclusion.
- Substitute Basic Trainings with Actual Education
What is wrong: The overwhelming majority of harassment trainings do not actually teach individuals what harassment actually is and how to prevent it.
Solution:
Work with experts to create training that allows individuals to understand the impact of harassment.
Train on a cyclical basis, not every year.
- Listen to People’s Varied Experiences
What must change:We cannot harass all people equally. We must make sure our policies are inclusive of all people, especially those who are more discriminated against.
Solution:
Offer open spaces where people of all backgrounds feel comfortable to speak openly about what is happening.
Systematically review whether particular categories of employees are being treated unfairly or subjected to extra harassment.
Get members of the various groups more involved in support and policy-making decisions.
- Protect Individuals from Retaliation
What needs to change: Too many individuals reporting harassment are unfairly treated, e.g., by failing to receive a fair share in assignments or even a performance complaint.
Solution:
Monitor the career advancement of harasser-victims who report so that they are not victimized.
Provide ongoing support and career development for harasser-victims who report harassment.
- Provide Mental Health Support
What needs to change: Harassment is emotionally draining, and people should have access to mental health support.
Solution:
Ensure to provide counseling services that are anonymous and apart from HR.
Provide restorative justice to those who want to restore harm caused to them, and punishment.
Provide allowance for use of mental health days when necessary.
Conclusion: Fixing the Foundation, Not Merely the Surface
It halts over a moment’s response. It’s making a place where everyone is valued and respected.
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