Workplace violence and harassment are behaviours that can create a hostile or threatening work environment for employees.

Workplace violence refers to any act or threat of physical violence, aggression, or intimidation that occurs in the workplace. This can include physical assaults, threats of violence, or other behaviours that create a sense of fear or danger for employees.

Harassment refers to any unwanted or unwelcome behaviour that is based on a person’s race, ethnicity, religion, gender, sexual orientation, age, or other protected characteristic. This can include verbal or physical conduct that is threatening, intimidating, or discriminatory. Harassment can take many forms, including sexual harassment, racial harassment, and other forms of discrimination.

Both workplace violence and harassment can have serious consequences for employees, including physical and emotional harm, as well as decreased productivity and job satisfaction. It is important for employers to take steps to prevent and address these behaviours in order to create a safe and respectful work environment for all employees.

How to conduct a harassment assessment at the office?

Conducting a harassment assessment at the office is an important step in creating a safe and respectful work environment for all employees. Here are some steps you can follow to conduct a harassment assessment:

• Identify the scope of the assessment: Determine what types of harassment or discrimination the assessment will cover, such as sexual harassment, racial discrimination, or other forms of misconduct.
• Gather information: Collect data on the prevalence and nature of harassment or discrimination in the workplace, including any reported incidents or complaints. This might involve conducting surveys, focus groups, or interviews with employees.
• Analyse the data: Review the data to identify patterns or trends, and determine the areas of the workplace where harassment or discrimination is most likely to occur.
• Develop recommendations: Based on the analysis of the data, develop recommendations for improving the workplace culture and addressing harassment or discrimination. These might include training programs, policy revisions, or other interventions.
• Implement and monitor: Put the recommendations into action, and monitor their effectiveness in reducing harassment or discrimination in the workplace.

The goal of a harassment assessment is to identify and address any issues related to harassment or discrimination in the workplace, and to create a safe and respectful work environment for all employees.

Why is having a zero-tolerance policy for harassment important for your business?

Having a zero-tolerance policy for harassment is important for a business for several reasons:

• It helps to create a safe and respectful workplace: A zero-tolerance policy sends a clear message that harassment of any kind will not be tolerated and helps to create a safe and respectful work environment for all employees.
• It can improve employee morale and productivity: A workplace that is free from harassment is likely to have higher employee morale and productivity, as employees will feel more comfortable and valued in their work environment.
• It can help to prevent legal liabilities: Harassment can lead to costly legal battles, and a zero-tolerance policy can help to prevent these kinds of issues from arising. By taking a proactive approach to addressing and preventing harassment, a business can protect itself from legal liability.
• It can improve the company’s reputation: A company that takes a strong stance against harassment is likely to be viewed positively by customers, clients, and other stakeholders. This can help to improve the company’s reputation and strengthen its brand.

Overall, having a zero-tolerance policy for harassment is an important step that businesses can take to create a safe and respectful work environment, improve employee morale and productivity, and protect themselves from legal liabilities.

How to handle a complaint you have received?

If you have received a complaint of harassment, it is important to take it seriously and handle it in a timely and appropriate manner. Here are some steps you can follow:

• Listen carefully: When someone brings a complaint to you, give them your full attention and listen to what they have to say. It is important to create a safe and supportive environment for them to share their experiences.
• Document the complaint: Make a written record of the complaint, including the date, time, location, and details of the incident. This will help you to accurately track the complaint and any subsequent actions.
• Assure confidentiality: Let the person who made the complaint know that you will keep their information confidential to the extent possible. However, be aware that you may need to share the information with others in order to fully investigate the complaint.
• Investigate the complaint: Conduct a thorough and impartial investigation of the complaint. This may involve speaking with the person who made the complaint, the person accused of harassment, and any witnesses.
• Take appropriate action: Based on the results of the investigation, determine what action needs to be taken. This may include disciplining the person accused of harassment, providing additional training or resources, or revising company policies.
• Follow-up: Keep the person who made the complaint informed of the progress of the investigation and any action that has been taken. Make sure to address any concerns they may have and offer support as needed.

Best Practices for harassment management at the office

Harassment of any kind is not acceptable in the workplace and it is important for employers to have systems in place to address and prevent it. Here are some best practices for managing harassment at the office:

• Establish a clear policy: Make sure all employees are aware of the company’s policy on harassment and how to report it. This policy should be easily accessible and clearly outline the types of behaviour that are not acceptable, as well as the consequences for violating the policy.
• Provide multiple channels for reporting: It’s important to offer employees multiple ways to report harassment, including a confidential hotline or email address, as well as the option to speak with a supervisor or HR representative in person.
• Establish a complaint box: Consider setting up a complaint box in a secure and easily accessible location, where employees can submit complaints anonymously if they feel uncomfortable reporting the issue directly.
• Analyze complaints promptly: When a complaint is received, it is important to promptly investigate and take appropriate action. This may involve interviewing the complainant and any witnesses and reviewing any relevant documents or evidence.
• Keep the complainant informed: Keep the complainant informed of the progress of the investigation and the steps being taken to address the issue.
• Update employees on the status of the complaint: It can be helpful to update employees on the status of the complaint at town hall meetings or through other forms of communication. This helps to create transparency and demonstrate that the company takes these issues seriously.

Remember, it is important to handle all harassment complaints with sensitivity and confidentiality, and to take appropriate action to address and prevent future incidents.