Harassment is a big crime that often goes underestimated when it is only seen through the lens of physical assault. This article helps you to view harassment in the bigger picture.
List of harassment activities
If a male employee gives a female employee the gears about overdressing or the way she behaves, he is harassing her.
If a male employee is starring a female employee often, when she moves here and there inside the office, he is actually harassing her.
If a male employee is talking to a female employee too much, despite knowing that she is not showing any interest in him, he is harassing her.
If a male employee is forcing a girl to accept him as her boy friend, he is harassing her.
If a male employee is making a call or sending messages to a girl to the extent where she is getting literally irritated, he is harassing her.
If a male employee sends emails to a female employee that contains sexual jokes or sexually explicit language, he is harassing her.
If a male employee forces a female employee to sleep with him to continue her career, he is harassing her.
Last but not least, without a girl’s approval, even if a male employee does a favor, it is equivalent to harassment. For example, if a male employee himself voluntarily goes and ask a female employee whether she would want a lift in his bike (in emergency cases, it is okay…. Keep it in mind. It is okay only in emergency).
How to prevent it?
As a boss, it is your sole responsibility to maintain a workplace that is free of sexual harassment. To prevent harassment, you can follow the strategies given below:
Convey to all of your employees that you will not tolerate retaliation against anyone who complains about sexual behavior.
Convey to all of your employees that you will discipline or fire any wrongdoers.
Set out a clear procedure for filing sexual harassment complaints.
You conduct sessions and teach employees what sexual harassment is.
Educate your managers and supervisors about sexual harassment and explain how to deal with complaints.
At least once a year, conduct training sessions for all employees.
Spend your time with your employees periodically. Talk to them about the work environment.
Ask for their input.
Keep the lines of communications open.
Take all complaints seriously.
If the complaint turns out to be valid, your response should be swift and effective.
Conclusion
The above-mentioned points are like the tip of an iceberg. Sexual harassment comes in many forms. In a nutshell, any conduct of a sexual nature that makes an employee uncomfortable has the potential to be sexual harassment.
