3 keys to an effective sexual harassment policy

Generally, there are two kinds of sexual harassment, and an effective policy should cover both.

The first, “quid pro quo” sexual harassment, involves an employer asking an employee for a sexual favor in exchange for a promotion or benefit.

The second, “hostile work environment,” is where things get trickier. This can include sexual jokes, unwelcome sexual advances or inappropriate comments or actions.

This kind of harassment can be subtle, and employees may not be aware that they are making their co-workers feel uncomfortable or unsafe, so it’s essential for your policy to provide clear definitions.

It’s also helpful to include examples of behavior and emphasize that harassment of any kind will not be tolerated.

Creating clear and thorough policies on sexual harassment is the main way to create a positive work environment and protect your organization. Here are a few of the key aspects of effective sexual harassment policies:

In the case that sexual harassment does occur, the victim must know that their complaint will be taken seriously, that their identity will be protected, and that they won’t be punished for reporting.

The policy should include clear instructions on how to report, and provide options for who the victim can report to, especially in the case that the harassment comes from their immediate supervisor. It should state that every complaint will be thoroughly investigated, and possibly name an outside consultant to bring in to ensure that the investigation will remain impartial.

An effective sexual harassment policy lays out what will happen if the investigation reveals that harassment has occurred.

The policy should include measures to determine a fitting punishment – which may be anything from termination, to a probation period, to mediation, depending on the severity of the offense.