In a landmark decision, a federal jury recently awarded $2.17 million against SkyWest Airlines for subjecting a female parts clerk to a sexually hostile work environment. The jury’s verdict — the largest ever obtained by the U.S. Equal Employment Opportunity Commission (EEOC) in the Northern District of Texas — underscores the critical importance of maintaining a workplace free from discrimination and harassment.
The airline employee — Sarah Budd — endured crude sexual comments from multiple coworkers and at least one manager, including lude suggestions that she engage in prostitution and perform demeaning sex acts. According to the EEOC, additional disturbing jokes about women who report sexual assault were commonplace. Despite Budd’s reports to her supervisor and the employee relations department, SkyWest’s investigations were insufficient, leading to lackluster disciplinary actions and canceled training sessions intended to address the harassment.
This case doubles down on the severe consequences organizations face when they fail to address workplace harassment effectively. Beyond legal repercussions, such negligence can lead to reputational damage and a decline in employee morale.
How Lauth Investigations Can Assist
At Lauth Investigations, we specialize in helping organizations prevent and address issues like those experienced by SkyWest Airlines. Our services include:
Comprehensive Workplace Investigations: Lauth conducts thorough and impartial investigations into allegations of harassment and discrimination, ensuring that all claims are thoroughly examined and documented.
Policy Development and Review: Lauth’s experts help refine workplace policies that promote a respectful and inclusive environment, aligning with legal standards and best practices.
Training and Education Programs: Lauth offers tailored training sessions for employees and management to recognize, prevent, and respond appropriately to harassment and discrimination.
Monitoring and Compliance: Lauth also provides ongoing support to ensure that implemented policies are followed and that the workplace remains compliant with all relevant laws and regulations.
By partnering with Lauth Investigations, organizations can proactively address and prevent workplace harassment, fostering a safe and respectful environment for all employees.
For more information on how we can assist your organization, please contact us about our EEO Violation Investigations.
Proactive Strategies for Preventing Workplace Violence
Picture this: a workplace where employees feel respected, safe, and valued. Sounds good, right! Unfortunately, this is not always an ideal situation. The study by the Occupational Safety and Health Administration (OSHA) revealed that workplace violence affects about 2 million people every year in the United States alone. These figures may be scary and mitigate your determination to conduct business. Fear not, as there are well-proven strategies that you can implement to safeguard your employees and organization. This article will discuss five effective methods to create a working environment where safety reigns supreme.
Establishing a Comprehensive Prevention Policy
Imagine a castle without robust walls; it will be prone to attacks. Similarly, the organization and employees are at risk without a workable prevention policy in the workplace. Policies are internally created and customized to fit the nature of your business. It is important to note that there is no one-size-fits-all policies, as different organizations engage in activities with varied levels of risk. Studies have shown that workplaces with clear violence policies report lower incidences. Journal of Occupational and Environmental Medicine indicates that companies with violence policies experience 40% fewer cases than those without such guidelines.
The policy should define terms such as harassment, verbal abuse, and physical violence, which employees experience in the workplace. Notably, this policy document should also clearly indicate the reporting procedure, the disciplinary action to be taken, and the supportive mechanism for the victims. While some human resource directors might consider this a lot of work, it improves productivity. We, as Lauth, will conduct a proper violence assessment to give you insight into how well-prepared you are for incidences of violence.
Training and Creating Awareness among the Employees
It is self-fulfilling for a business owner to have a vigilant team that can detect threats. Employee training equips them with the necessary skills, such as interpersonal skills and conflict management, which makes them handle issues that could result in violence. The leading cause of violence within the workplace is a lack of understanding among the workforce, and appreciating diversity lessens violence. Investing in training saves time that could have been used to solve the conflict. For example, the National Institute for Occupational Safety and Health (NIOSH) study showed that companies that invested in workplace violence training experienced a 70% reduction in workplace violence. Arm your team with knowledge!
Conducting Rigorous Risk Assessment
Perhaps you cannot perceive the inherent risk that violence can bring to your business because it has never happened. Or better put, take into consideration an employee who gets injured while at work due to an incidence of violence, such as a physical altercation. Picture that regarding litigations related to work injury benefit claims, and I am sure you will appreciate the need to fortify your defense. A regular risk assessment identifies the vulnerabilities within your business. Through our experienced risk assessment investigator, we identify weak points in your system and provide a comprehensive report on improvements.
Establishing Workplace Violence Prevention Teams
Having a dedicated team of guardians for preventing workplace violence is the best thing you can gift your business this year. This team is instrumental in ensuring petty issues resulting from violence are handled out immediately before they escalate. A small problem, such as miscommunication, can snowball into physical or verbal abuse. It is prudent to establish a workplace violence prevention team consisting of experts from different departments, and their primary role would be to develop and implement violence prevention strategies.
Organizations with a workable workplace violence prevention team are good at establishing potential threats before they happen. This is supported by the Society for Human Resource Management (SHRM), which indicated that 80% of the companies with violence prevention teams reported a decrease in workplace violence incidences. As a starting point, develop a violence prevention team and track the cases within the first year. The outcome will be appealing, and for you to achieve this, we suggest helping you with a corporate culture audit to serve as a mirror of exactly how prepared you are in regard to workplace violence.
Promoting a Culture of Respect and Support
Build solidarity among your employees. Being united is a compact pillar in mitigating violence in the workplace. Successful organizations foster a culture of respect and support, which essentially prevents violence in the workforce. This is because the employees feel valued, and they tend to propagate the value of respect to the advantage of the business. How do you cultivate a culture of support and respect? This happens through encouraging open communication and enforcing a zero-tolerance policy for harassment or discrimination. These approaches create a sense of belonging, preventing conflict from escalating into violence.
Conclusion
It is undeniably true that workplace violence impedes an organization’s growth and lowers productivity. As the workforce continues to become more diverse, the chances of conflicts, hence violence, would continue in the workplace. Therefore, it is wrong to sit and wait until an incident happens in order to act. This article has highlighted the different strategies you can adopt for your enterprise and stand out in averting the repercussions that tag along with violence. Lauth can help you with your violence assessment, risk assessment, and corporate audit to mitigate violence.
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.
When an employee makes a report of workplace discrimination or harassment, it is important for the employer to conduct a thorough investigation. However, with the delicate nature of Equal Employment Opportunity investigations, leadership or human resources may not have the breadth of experience or resources to exercise due diligence. That’s why many companies initiate the process of hiring a private investigator for an EEO investigation.
A private investigator can bring a number of skills and experience to a corporate EEO investigation. They can:
Conduct interviews with witnesses. A private investigator is trained to conduct interviews in a way that gathers accurate and unbiased information. They can also interview witnesses who may be reluctant to speak to the company’s human resources department.
Gather documentary evidence. A private investigator can review documents, such as emails, text messages, and social media posts, that may be relevant to the investigation. They can also obtain copies of documents that are not in the company’s possession, such as medical records or employment records from previous employers.
Conduct surveillance. In some cases, a private investigator may need to conduct surveillance to gather information about the incident. This may involve following the alleged harasser or observing their behavior.
Write a comprehensive report. At the end of the investigation, the private investigator will write a comprehensive report that summarizes the findings. This report will be used by the company to determine whether discrimination or harassment has occurred. Leadership will then plan a proper course of action.
The Benefits of Hiring a Private Investigator for an EEO Investigation
There are a number of benefits to hiring a private investigator to conduct an EEO investigation. These benefits include:
Impartiality. A private investigator is not affiliated with the company, so they can provide an impartial and objective view of the situation. Their perspective will also come in handy should any litigation arrive as the result of the investigation.
Experience. Private investigators have experience conducting investigations, so they know how to gather evidence and interview witnesses.
Confidentiality. Private investigators are bound by confidentiality, so they can ensure that the investigation is conducted in a confidential manner.
If your company receives a report of workplace discrimination or harassment, it is important to conduct a thorough investigation. By hiring a private investigator, you can ensure that the investigation is conducted in a fair, impartial, and confidential manner.
Here are some additional tips:
Get recommendations from other businesses. Ask other businesses in your industry if they have experience hiring a private investigator for an EEO investigation and if they were satisfied with the results.
Interview several investigators. Interview several private investigators to get a feel for their experience and qualifications.
Get everything in writing. Before hiring a private investigator, get everything in writing, including the scope of the investigation, the fees, and the confidentiality agreement.
By following these tips, you can ensure that you hire a qualified and experienced private investigator to conduct your EEO investigation. If you need require assistance in an EEO investigation, please contact Lauth Investigations International today for a free quote on how we can bring you the best in verified intelligence. We are staffed by former military and law enforcement personnel and carry a glowing A+ rating with the Better Business Bureau.
It’s easy to imagine that most business owners, leaders, or HR managers would feel a sense of trepidation after receiving a complaint of sexual harassment on their watch. In the post “me too” era, we collectively share a far greater awareness of the damaging impacts of this kind of misconduct—not to mention the potential pitfalls for businesses that poorly navigate a complaint and decisions around mounting a sexual harassment investigation.
However, sexual harassment at work statistics continue to highlight a substantial problem across the United States. The Equal Employment Opportunity Commission reveals that 27,291 charges alleging sexual harassment were brought between FY 2018 and FY 2021 alone, and those numbers don’t reflect the reality that almost three quarters of sexual harassment claims in the workplace go unreported.
While these numbers point to an ongoing need within the corporate world for efforts to reduce the risks that might set a course towards any sexual harassment investigation, at least those faced with driving such corporate investigations can use the wisdom of those who have gone before them to shine a light toward resolution in the present moment and justice for potential victims. Critical to this process is swift action and a respectful approach to caring for employees while uncovering the truth. Read on for top tips from the Lauth Investigations International team about how to get this done right.
Don’t Wait to Take Action
As soon as a sexual harassment complaint is received, it is essential to take prompt action. This will include reporting the complaint to those relevant in the chain of command and the human resources department. The process of corporate investigations must begin right away, with any delay in doing so putting the victim and other employees in danger of further abuse. Dragged heals at this juncture may also steer an organization towards a lawsuit or fines if they are later found to have acted irresponsibly.
Take Care Of Your Team
Even though you don’t yet have all the facts, it is important to demonstrate how seriously the complaint is being taken while safeguarding the employees involved. This early step of a sexual harassment investigation calls for collaborating with the complainant to ensure they feel protected. You should be prepared to separate the complainant and the accused either by moving them to a new workstation or changing their scheduled hours. Alternatively, you may decide it is most appropriate to put the accused individual on paid leave until the matter is resolved.
Ensure a Discreet and Unbiased Investigation
A sexual harassment investigation can turn the lives of those in its orbit upside down if not handled with care. Every aspect of the investigation must be approached with confidentiality and discretion in mind. Perhaps more importantly, the investigation must be free from bias. This can be particularly challenging in any workplace setting as members of different departmental teams often socialize together.
The person chosen to lead the investigation cannot have a relationship with the complainant employee, the individual subject to the allegation, or any witnesses. Any indications of bias may upend the legal standing of the conclusion of the investigation and any resulting action taken. So if in any doubt, it is always better to bring an external corporate investigator in to oversee the process. Do you need support in mounting a respectful sexual harassment investigation in your workplace? A corporate investigator from Lauth Investigations International is expertly trained to navigate sensitive corporate investigations with diligence, compassion, and professionalism. Working with our specialist investigators will ensure swift resolution while protecting both employees and the business from future harm. To learn more, contact our corporate investigations team today.
Would you say your business has a clear-cut anti-harassment policy? If you’re thinking, “sure, zero-tolerance is baked into our businesses values,” then you might need to dig a little deeper. That’s because this worrying indicator of corporate culture gone wrong doesn’t adhere to a bold mission statement or core values in a hand book—it relies upon real action and daily practices. You can’t prevent workplace harassment through thought alone. Your workplace’s leadership has to live it.
Workplace harassment—whether it comes in the form of bullying, discrimination, or sexual harassment—can hit any business, small or large. The ramifications can extend from distress and loss of productivity through to PR nightmares and law suits. Undoubtedly, prevention is the ideal path. So, lets break down real strategies that you can implement today.
Get Your Workplace Harassment Policy Up To Date
When was the last time your company policy on workplace harassment was reviewed and revitalized? It’s important that, periodically, policies are revisited and updated. They should be clear-cut and comprehensive, as well as complying with local, state, and federal regulations in regards to all forms of harassment and discrimination. If in doubt, consult with an expert to make sure that all aspects have been covered.
Make Sure Anti-Harassment Values Are In All Employees’ Vocabularies
Just as nobody reads the fine-print these days, not all employees will be ready to recite every company policy—even of you provided them with a glossy print copy. That makes it your responsibility to keep company values alive in people’s minds. This can be achieved by sending out periodic memos, and instituting training and awareness programs. Establish clear expectations as to what acceptable and unacceptable workplace behavior looks like, and lead by example.
Pass the Anti-Harassment Torch to Your Trusted Leaders
Providing more intensive training to department heads, HR personnel, and executives can help you forge a culture within which harassment is unwelcome. In this way, positive reinforcement can come from many directions, making it more difficult for toxicity to take hold. Ensure that those carrying the torch know how to spot warning signs of harassment and make all employees aware of how to report workplace harassment. On something so important for the health of employees and the business itself, the door should always open.
Forge A Strong and Healthy Corporate Culture
A healthy corporate culture is always a goal worth striving for, because when employees feel nurtured and empowered, they are ultimately equipped to innovate and achieve. This means tangible value for any business, but more than that—it means a reduced risk of threats ranging from workplace harassment through to corporate theft or white-collar crime. If you are unsure of the current standing of your organization’s corporate culture, a Corporate Culture Audit can give you a comprehensive overview, as well as a clear road-map towards measurable improvements.
Be Ready to Handle Complaints With Respect
While every effort in prevention is worthwhile, it is impossible to eliminate the risk of workplace harassment entirely. If a member of your team files a complaint or one of your torch-bearers sees cause for concern, it’s crucial to be ready to launch a thorough, sensitive, and diligent investigation. In this endeavor, a seasoned external corporate investigator can be a powerful ally—ensuring that your investigation serves impartial justice while being by the book, optimally documented, and airtight against future legal scrutiny. Why not discover more about Corporate Culture Audits and support for Workplace Harassment Investigations from Lauth Investigations International. Our team are ever-ready to advise and discuss the unique needs of any organization, so get in touch today if you’d like to find out more.
