Clarify workplace and conduct expectations with a clear and thorough anti-harassment policy.
The tone from the top significantly influences employee behavior – make sure senior leaders are setting a good example.
risk by taking precautions. Go ahead – draw up that consensual
relationship agreement and limit alcohol at office parties. If the risk
is too high, reduce the risk.
Educate and implement training.
Educate your staff to be more aware of inappropriate behavior, and
better equipped to detect and prevent incidents. Try to avoid
emphasizing liability during annual sexual harassment seminars. The
legal burden is not the point.
Discourage bad behavior. A policy
only goes so far if you’re not enforcing it. No more overlooking bad
behavior and no more “letting it slide”.
Monitor the workplace and be involved. Know the warning signs of bad behavior and don’t be afraid to ask if things are ok.
Offer an internal complaint system (preferably with the option to remain anonymous). Then, teach people how to use it.
Support victims. Forbid retaliation and do what you can to provide safety and support for victims.