Line management role in sexual harassment - Sexual Harassment for Managers

Sexual harassment is against the law. Sexual harassment is a form of sex discrimination.

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A workplace environment which values difference, is free from hostility and based on tolerance, will enable people to contribute more effectively and achieve higher levels of job satisfaction. Anti-harassment policies explain what harassment is, tell all employees that harassment will not be tolerated, and set out how employers and employees should respond to incidents of harassment.

Learning Objectives Recognize why understanding sexual harassment in the workplace is important for managers. Home Knowledge hub People management fundamentals Employment law Bullying and harassment Sexual harassment in the workplace.

Horror stories from female investors working with a male founder Work Life 9 CEOs share their favorite productivity hacks. Despite laws, regulations, and copious avenues for training, the EEOC found that harassment in the workplace is alive and well.

Manager Responsibilities

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Prevention of Sexual Harassment. The most effective weapon against sexual harassment is prevention. Harassment does not disappear on its own. In fact, it is more likely that when the problem is not addressed, the harassment will worsen and become more difficult to remedy as time goes on.

The burden of preventing sexual harassment rests on the employer. In the United States, Canada and in some European Union Member States, employers are responsible for providing their employees with a work environment that does not discriminate and is free of harassment. Employers are, therefore, required by law to take steps to prevent and deal with harassment in the workplace. If the employer has not taken all reasonable steps to prevent and deal with harassment in the workplace, the employer may be liable for any harassment which does occur, even if unaware that the harassment was taking place.

The United States, in particular, has a well- articulated standard of employer liability for sexual harassment committed by an employee. Most successful preventive strategies and plans on sexual harassment require the involvement of all those concerned and a clear statement of intent.

The harasser can be the employee's supervisor, manager, customer, coworker, supplier, peer, or vendor. Anti-harassment polices should also set forth a detailed mechanism by which employees can make complaints when sexual harassment occurs. Organisations should monitor the gender diversity of its workforce at every level, including at recruitment, for succession planning and for recording the number of women who are making it into middle and senior level management roles.

As an example, if a supervisor is engaged in a sexual relationship with a reporting staff member, other staff can claim harassment if they believe the supervisor treated his or her lover differently than they were treated. Some complaints may be dealt with internally and informally, depending on their level of seriousness.

Once organisations have developed clear processes on how to deal with harassment, the priority should be to follow them consistently.

Create and maintain a positive, productive workplace.


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