Preventing Workplace Harassment and Discrimination.

In the modern way of doing business, fostering a working environment of respect, inclusivity, and diversity is not only a requirement but a legal mandate. This has happened due to the changing market dynamics, where the world is now a global village. Interconnectedness has increased, and therefore, there is a need to enhance cultural respect. However, harassment and discrimination continue to be a pervasive issue, derailing the morale of the workers and also limiting organizational growth.

To deal with these challenges effectively, an organization is supposed to employ proactive strategies that ensure equality and respect. The actionable steps discussed in this article would benefit a business that wants to avert the challenges of harassment and discrimination in the workplace and improve productivity.

Understanding the Latitude of the problem

Before engaging ourselves in actual steps that can be used to deal with harassment and discrimination, it is paramount to understand the prevalence and impact of the issue. According to the report released by the Employment Opportunity Commission (EOC), it was noted that about 33% of the cases reported to them related to workplace harassment. It also informs that the highest form of discrimination is centered on race, gender, age, and disability.

This shows a problem; we cannot hide our heads under the sand and assume everything is okay. Human resource directors have a role to play, especially in the present era, where penetration of technology has allowed a diverse workforce, which is a trigger to discrimination and harassment.

Promoting Awareness through Training

Employees might lack the proper knowledge regarding the harm they bring to an organization through discrimination and harassment. On equal measure, the executives charged with the mandates of upholding the company’s integrity might fail to comprehend how a simple act of favoritism has on corporate culture. This lack of information is what training on harassment and discrimination comes to fill.

The workforce is taught how to relate with each other and work as a team, and the overall impact on the organization’s success. The training can be executed through workshops and scenario-based simulations. In that regard, a human resource director needs to fully understand the nature of the culture in the workplace by conducting a corporate culture audit, a service well executed by Lauth’s team of experts. Our private investigators are trained to move unseen; therefore, the report you get reflects the actual situation of your workplace regarding harassment and discrimination.

Implementing Clear Policies and Procedures

Why do some workers face stressful levels of harassment and discrimination in the working environment with all levels of management? It is astonishing to note that even large multinationals have reported cases of discrimination and harassment. This, therefore, leaves us with the question of how the small and medium businesses are, where we expect the formality to be ignored. The single answer to this is the lack of an anti-harassment policy; if it is there, it is just a document to show compliance and is less discussed in departmental meetings.

Research by the International Labour Organization (ILO) established that companies with anti-harassment policies are more likely to effectively deal with issues of workplace harassment. This is because the policy defines the process of reporting, dealing with disciplinary cases, and handling the affected person. One of the examples where this policy has worked is at Walmart. The retailer strengthened its anti-harassment policy by enforcing zero-tolerance to harassment. We know the employees might fear reporting harassment and discrimination cases to human resource office. Lauth has a dedicated hotline that you can leverage, and we do the investigation work for you as you concentrate on other duties.

Fostering a Culture of Accountability

Leaders play a pivotal role in swaying the behavior of the workers. The manager, departmental heads, and those in supervisory roles are responsible for upholding the organizational culture, which sets the tone of acceptable behavior. As a human resource director, you are the organization’s engine, and the employees’ character dictates who you are. In that regard, holding yourself accountable for upholding positive values and inclusivity is beneficial. Set the agenda of zero discrimination or harassment in the workplace from day one when a new employee is hired. This would eventually cascade and be held as the culture of the organization.

One way to ensure accountability is conducting a targeted recruitment. This involves assessing the workplace environment and identifying areas and unbalanced skills that need more stability. This would ensure that minority groups are included and expand the talent pool across. This has an overall effect of mitigating turnover and improving employees’ satisfaction.

Conclusion

Combating harassment and discrimination requires different approaches, as discussed above. Similarly, an organization must prioritize a culture of inclusivity and respect since it creates a supportive working environment. This means that the human resource department has a critical responsibility to understand the weaknesses and strengths in their culture to institute necessary remedies. Together, we contribute towards a working environment where every worker feels respected and valued.