Adopting a Clear policy
By having a strong sexual harassment policy, organizations can provide a safe and positive work environment. In your employee handbook, you should have a policy devoted to sexual harassment. That policy should:
- define sexual harassment
- state that you will not tolerate sexual harassment
- state that you will discipline or fire any wrongdoers
- set out a clear procedure for filing sexual harassment complaints
- state that you will investigate fully any complaint that you receive, and
- state that you will not tolerate retaliation against anyone who complains about sexual harassment.
Train employees
At least once a year, conduct training sessions for employees. These sessions should teach employees what sexual harassment is, explain that employees have a right to a workplace free of sexual harassment, review your complaint procedure, and encourage employees to use it.
Train supervisors and managers
At least once a year, conduct training sessions for supervisors and managers that are separate from the employee sessions. The sessions should educate the managers and supervisors about sexual harassment and explain how to deal with complaints.
Communicating the POLICY
What's the use of having a strong harassment policy if you can't communicate it effectively. "Even if the organization already has a well-written policy, it is important
to publicize it regularly." (Lightle, 2010) A couple ways that this has been carried out are through articles, memos, and permanent postings.