Sexual harassment in the workplace is unacceptable for any company, regardless of its size. Employers should never become complacent about eliminating sexual harassment, and they should educate themselves on how to prevent it in the workplace. 

There are plenty of examples of sexual harassment, such as sexually-orientated jokes, sexually explicit texts and emails, and repeated flirting or requests for dates. It is a grave issue that the Equal Employment Opportunity Commission (EEOC) should address.  

You must maintain an environment free from sexual harassment as an employer. In addition to being your legal responsibility, this is also good business sense. Not doing anything to protect the men and women in their workplace can lead to low morale among employees, poor productivity, and lawsuits. 

Here are some ways to prevent sexual harassment in the workplace: 

• Make All Employees Understand The Definition Of Sexual Harassment 

All employees should know what sexual harassment is. The following examples illustrate what sexual harassment is: 

• Making an unwanted joke, gesture, or make an offensive comment on clothing. 
• Getting close to a coworker and touching them, such as patting them on the back, grabbing their waist, etc. 
• Demanding dates over and over after being rebuked or unwanted flirting. 
• The transmission or posting of sexually explicit emails or photos 
• A suggestion of sexuality through an object, picture, or poster.
• Playing sexually suggestive music.

• Train All Employees 

Conduct sexual harassment training sessions for employees at least once a year. During these sessions, employees should be educated on sexual harassment, told that they have a right to a workplace free of sexual harassment, told how to submit a complaint, and encouraged to do so. Explain the process of getting help from an attorney in your area such as employment lawyers Orange County to handle sexual harassment cases.

Employees and supervisors should be required to attend annual or on-demand refresher training. Conduct separate employee training sessions for supervisors and managers at least once a year as well. Management and supervisors should attend the sessions to learn how to properly handle complaints of sexual harassment.  

It should go without saying: make sure that all your employees, from the top to the ground level, are aware of what sexual harassment looks like, how to handle it, and that it is not tolerated. Providing all employees with clear workplace ethics guidelines will prevent sexual harassment rather than simply reacting to it when it occurs. 

• Devise A Sexual Harassment Policy In The Company 

You should make sure all staff are familiar with the sexual harassment policy at work. You should ask your line manager about setting up whistleblowing and reporting procedure for your organization. If there isn’t one in place, you should ask for one. 

• Respond To All Complaints 

Some victims of sexual harassment struggle with speaking out. Employers can work to break this code of silence by implementing an excellent process to respond to accusations. Worker’s safety should be guaranteed, and it is the employer’s responsibility to do so.

Create a process by which employees can confidently voice their concerns without turning to the person who has allegedly been harassing them. Give serious rumors the attention they deserve, rather than brushing them off. Also, communicate that employees are free to seek external remedies outside of EEOC and internal procedures with the police or courts. 

A staff meeting can explain the rules of workplace etiquette in cases when complaints are made. Keep an eye out for actions that might be okay but could become more severe if not stopped quickly. Other problems may require more formal investigative procedures, the assistance of outside counsel, or discipline. 

• Zero Tolerance Policy 

The policy should be clear that your organization will not tolerate sexual harassment. There should be immediate consequences for employees found guilty of sexual harassment, regardless of their organization’s status. The statement should be submitted to the police if it is deemed necessary. 

• Resolve Matters Appropriately 

When employers use internal reporting procedures to combat sexual harassment, it’s important to remember that remedial and disciplinary actions must be made if your corrective actions are feckless. The Human Resources Department in your company plays a significant role in helping to tackle these serious issues.

Victims will stop coming forward if they believe their voice will not be heard, and perpetrators will not fear repercussions for their actions. There are a variety of remedial measures available depending on the severity of the harassment, including: 

• An apology 
• The harasser must undergo mandatory training 
• Changing the working arrangement 
• Termination 

Speed of resolution and victim satisfaction are crucial factors to keep in mind when resolving this matter. Victims should seek a quick but thorough remedy. They ought to feel that their complaint has actually been handled, not simply tolerated and brushed aside. 

Conclusion 

Employees who feel they’ve experienced sexual harassment should contact the proper authority at their company to have the situation investigated swiftly and have disciplinary measures taken when necessary. This will allow them to experience a comfortable, respectful workplace again.