Three Questions to ask about your Anti-Sexual Harassment Campaign

Three Questions to ask about your Anti-Sexual Harassment Campaign

The campaign against sexual harassment in the workplace has already begun with the information drive conducted by most companies.

This information drive is just the first step to prevent sexual harassment, but with regards to trying to change the culture that pushes forward this kind of behavior, it’s still a long way to go.

Sexual harassment victims might still have second thoughts in coming forward because of the stigma and the complication that occurs with this offense. In cases wherein the victim occupies a lower position in the tier of bureaucracy, victims tend to keep silent because coming forward might mean losing their job.

Therefore, the effectivity of your campaign is not measured just by completing training hours or giving training to employees as required by the law but rather how a sexual harassment case was handled correctly and offered a solution to.

In measuring the effectivity of your anti-sexual harassment campaign in the workplace, it is essential to ask these three questions:

  1.    Is your organization effective at providing training on preventing sexual harassment?

In taking the lead role in the campaign against sexual harassment in the workplace, the human resources department must equip themselves well should wherein some employees will come forward and report a case.

Does your organization have people who have the capacity to handle sexual harassment complaints? Does your organization have people who have the capability to intervene and mediate the situation?

Sexual harassment is a very sensitive case. It doesn’t just involve simple misconduct. The victims and the accused can suffer from mental and emotional trauma and not having people who can handle the case well will only add to the problem.

Therefore, you also need to have people who have the capacity and the capability to handle these situations effectively.

  1.    How effective is HR at handling sexual harassment complaints?

More than just giving information campaigns about sexual harassment and having people capable of handling it, the human resource department must have a system in place to ensure that cases will be handled efficiently.

There must be an organized system to address the concern from receiving the complaint to investigate and to its resolution. The HR department wouldn’t be effective if they don’t know what to do next.

As sexual harassment cases give anxiety to both victims and the accused, these cases must be resolved as soon as possible. Prolonging the resolution of these cases can only lead to a more broken work environment.

  1.    Is HR trusted by employees to handle sensitive issues effectively?

Lastly, it is essential to look into how much your employees trust the human resource department. Victims who are coming forward are afraid of the risks that they might be facing once they report a sexual harassment case. They might be worried that they will be dismissed or won’t be believed in.

It takes a certain amount of trust to convince them that something will happen if they do report. This will test how effective your human resource department is as you can gauge the trust that employees put on them.

If employees don’t feel secure and do not trust your capability to handle such a sensitive situation, they’d instead choose to keep quiet. Doing this can only lead to more significant problems.

Yes, an environment of trust and confidence can be challenging to achieve, but it can be built over time. With systems in place and cases adequately handled, you can build the trust of your employees and encourage them to come forward and fight for what they deserve.

Companies must see the anti-sexual harassment campaign as more than just completing hours of training or just mere compliance with the law. It must be something that organizations take seriously because it can have lasting adverse effects on the organization and the people involved.

 

That’s why it is essential to ask the three questions above to have an insight on how you are faring through your campaign against sexual harassment.

With issues as sensitive as these, it takes time, effort and passion to create a safe and secured workplace continually.

And as human resource personnel who are at the forefront of this campaign, it is but essential to realize the effects of its efficiency and inefficiency to the organization.

Harassment Prevention Training
5 replies
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  4. Adrian Jones
    Adrian Jones says:

    It’s great you touched on the topic of sexual harassment in the workplace since it happens more frequently than we think–and at the least expected times, too. Another thing to keep in mind is that one should know how to handle themselves–as well as HR being able to process these complaints–when it comes to reporting any unwanted incidents towards a female member of the workforce. If I had the chance to report any case of sexual harassment then I would definitely want to make sure I get all the details correct.

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