As an employer, you have a duty to ensure your employees are free of danger – after all, employees have the right to a safe workplace. When a fire rises at your business, metaphorically speaking, you should be there to put it out. In other words, an issue your employee has should be an issue of yours as well.
A common problem in the workplace is sexual and discriminatory harassment. Harassment can cause employees to feel unsafe, which can result in legal and employment problems. To prevent harassment you should do everything in your power as an employer. Here’s what you should consider:
Understand where harassment comes from
Legally, harassment is prohibited at businesses and should be handled before it grows into a larger issue. Harassment often occurs from people who hold unjust biases or feel superior to others. You can’t exactly spot someone who’s likely to harass others during an interview. You can, however, learn why a harasser may target someone:
- Religion
- Culture
- Sexual orientation
- Gender
- Color
- Race
- Disability
- Age
- Marital status
- Pregnancy
The above are all characteristics of minority groups, which a person can’t change without facing an identity conflict. Yet, minority groups may also be at fault for harassment.
Watch for signs of harassment
Harassment occurs in several ways; a harasser may use physical, verbal or physiological tactics to undermine and oppress others. Recently, people have taken to the internet to harass people online.
Nipping the issue in the bud
Most jobs have workplace harassment policies that scrutinize such actions. In most cases, harassers will face harsh judgment from their employers. By doing so, employers can keep their workplace safe and friendly for essential employees.
You can only do what’s in your power to prevent harassment at your business. If an employee has filed a harassment claim or you find an employee is the subject of harassment, then you may need to understand your legal rights when restoring order to your place of business.
