How to prevent sexual harassment in the workplace

Abstract

Examines what constitutes sexual harassment and defines its two most common forms as quid pro quo harassment and hostile environment harassment. Mentions also sexual favouritism. Points out the costs that can be awarded in sexual harassment cases and advises employers that the best way to deal with sexual harassment cases is to prevent it happening in the first place. Lays out the guidelines for a company’s harassment policy document. Recommends setting up: educational training and feedback and development relating to interpersonal skills; an effective complaints procedure; a process for investigating complaints promptly; audits of the workplace to ensure no discrimination or harassment is happening; monitory appraisals, partially to check out discrepancies in recorded performance; and an action plan on what to do if harassment is either reported or discovered. Advises what to do in the event of sexual harassment; particularly focusing on the role and approach of an investigator. Places the onus for the prevention of sexual harassment in the workplace firmly at the employing organization’s door.

Citation

Takeyama, D. and Kleiner, B.H. (1998), "How to prevent sexual harassment in the workplace", Equal Opportunities International, Vol. 17 No. 6, pp. 6-12. https://doi.org/10.1108/02610159810785539