Many employers realize that preventing harassment in the workplace can mean the difference between a productive and profitable business and a business that faces legal threats and compromised profitability.
Workplace harassment is a form of discrimination and can be based on sex, race, disability, age, ethnicity/national origin, color and religion.
EEOC Study on Harassment
Recently, the Equal Opportunity Commission (EEOC) released the results of a study about harassment along with recommendations that employers may find valuable in preventing workplace harassment.
The study found that:
- Workplace harassment problems have persisted. In fact, about one-third (90,000) of the charges received by the EEOC in 2015 dealt with allegations of workplace harassment.
- Most employees fail to report workplace harassment and instead avoid the harasser, downplay the gravity of it, try to ignore it, forget or endure the harassment.
- The costs of workplace harassment through actions taken by the EEOC in 2016 totaled $164.5 million. Harassment is costly for businesses.
- Accountability for harassment must begin at the top of the work culture with its leaders.
- Training for sexual harassment over the past 30 years focuses on how to avoid legal liability rather than how to change the harassing behavior. This wrong form of training has allowed the problem to persist.
EEOC Recommendations for Changing the Work Culture
Different approaches to training would include some techniques that have proven to be effective on school campuses. The focus is on creating a culture that prevents discrimination. Approaches include:
Bystander intervention training. Workers are trained to speak up and object when they see a co-worker being harassed by another worker. This is particularly necessary for supervisors and employees in leadership positions.
Workplace civility training. Civility training focuses on eradicating offensive behavior by training employees to treat each other with respect and consideration.
Surveys. Employers should conduct surveys to assess the extent of harassment occurring in their work environment.
Discipline. Employers should immediately discipline a worker who harasses another worker with discipline that is proportionate to the severity of the harassing behavior.
Resources. By devoting enough resources to harassment prevention, employers can become more effective in eliminating workplace harassment.
If you own a business and face employment or labor issues, Stephen Hans & Associates can provide you with seasoned legal advice and representation.