Sexual Harassment Policy

Not only is developing and implementing a sexual harassment policy a legal requirement in most jurisdictions, but it’s also one of the first steps in communicating expectations to your workforce.

As a member of your company’s leadership team, it’s likely that you’ll be involved in managing the sexual harassment policy to some extent. For example, you may be involved in its development and implementation.

At a minimum, you’ll be required to clearly understand it, promote it, and even enforce it.

Sexual harassment policies need to be clear and concise. They should outline its purpose, and specifically communicate the company’s goals and commitment to a workplace free from sexual harassment.

They should also contain information about the approach the company will take to achieve those goals. For example, zero tolerance towards sexually harassing behavior.

While the information included in a policy can vary from workplace to workplace due to a lot of factors, there are some common elements that should be included. For example, an effective sexual harassment policy should include language that:

• States that sexual harassment will not be tolerated.
• Defines and provides examples of sexual harassment and other prohibited conduct.
• Outlines a procedure for employees to make complaints about sexual harassment, and encourages all employees, not just victims of harassment, to report incidents of unwelcome conduct.
• Provides several avenues for an employee to report sexual harassment so that the employee can bypass his or her supervisor, in the case that they are the alleged harasser.
• Assures that all complaints will be handled as confidentially as possible.
• Guarantees that employees who complain about sexual harassment will not be retaliated against as a result of the complaint.
• States that any employee who engages in unwelcome sexual conduct is subject to discipline, up to and including discharge, and
• Requires supervisors and managers to immediately report and deal with harassing behavior.

As a manager or supervisor, you need to become completely familiar with your company’s sexual harassment policy. It’s a good idea that you read the policy regularly and refer to it any time that sexual harassment issues arise.

Communicating the Policy to Employees

In addition to providing the written policy to each employee, the policy should further be reviewed with employees to make sure they understand it. This can be done individually or in groups.

Employees should be educated to recognize and confront harassment. Managers and supervisors should be trained to enforce the policy, sensitized to recognize improper conduct among coworkers when it happens, and educated about the actions that need to be taken to prevent and remedy misconduct.

Also, communicating the policy only one time is likely not enough. Because of its importance, and to demonstrate the company’s commitment, the policy should be communicated to employees at regular intervals, for example, on an annual basis.

This can be done formally at employee meetings or informally through interactions between employees and their direct supervisors. This will help to ensure the workforce understands expectations relating to sexual harassment at all times.