workplace harassment, sexual harassment, workplace discrimination

Workplace Harassment: Still a Grim Reality!

 

Workplace harassment is real! The number of harassment cases at workplaces is seeing a steep rise these days thus, putting in question how organisations treat their employees.

 

Workplace discrimination and harassment complaints are undoubtedly the most difficult and sensitive issues for HR personnel. Whenever an HR department receives a discrimination or harassment complaint, it ought to take prompt and sound actions to resolve the same in an unprejudiced manner.

 

Confidentiality is the most difficult aspect when it comes to dealing with workplace harassment complaints. Yes, all the information shared by the employee (complainant) to the HR personnel ought to be kept confidential. Proper steps must be undertaken to tackle the complaint. There has to be a thorough investigation for the claim, which might include disclosing employee’s confidential details as well.

 

Also read: Workplace Bullying and the Role of HR

 

How HR can help?

What if the complainant solicits that no action be taken for investigating his/her claim of discrimination or harassment? Now this is a challenging situation for the HR. Whilst the HR department ought to consider the request of employee, it also has a responsibility toward the organisation and its people to investigate all such complaints thoroughly. Investing harassment or discrimination claims usually involves other managers and employees as well. Thus, HR ought to refrain from assuring complete confidentiality to the complainant. Nevertheless, the HR department can assure the complainant that any confidential information will be shared only on exclusive need-to-know scenarios.

 

Sexual harassment at workplaces is the most sensitive of all. Here, the HR ought to make the employees feel at home and that they can approach the department at any point in case of a sexual harassment. They should also ensure that such complaints would be dealt with utmost professionalism, confidentiality and sensitivity.

 

Preventative Actions:

To avert such kind of workplace problems, HR ought to consider a few preventative measures as follows:

 

  1. Have a clear-cut harassment protocol: Draft and circulate a clear workplace policy on harassment and discrimination. Employee onboarding is the best time to make these policies clear to your employees. Having a cloud based HRMS software can be handy here, as it would help the HR department in circulating such policies to all the employees in no time.
  2. Establish clear procedures to deal with harassment: Have a clear and hassle-free procedure for filing harassment complaints for your employees. It is equally imperative to outline the process these claims will be investigated.
  3. Train your people from top to bottom: It is important that all your employees know that they have the right to work in a harassment and discrimination -free environment. Also, they ought to fully acknowledge the organisation’s policies and protocols on dealing with such issues.        

 

Workplace harassment and discrimination is painful to employees and organisations as well. Having clear procedures in place will help HR to tackle such issues in a smooth and unbiased manner.

 

To read more such write-ups on human capital management, visit our blog here. You can also give us a shout-out at our Twitter and Facebook or write to us at sales@sagesoftware.co.in or simply SMS SAGE to 56767.

 

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