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How should I train employees to respond to sexual harassment?

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A telephone poll performed by Louis Harris and Associates found that sixty-two percent of sexual harassment victims took no action following their harassment. While it is impossible to know all the reasons why these sixty-two percent did not report their harassment, one cause was probably ignorance on the part of victims as to how they should respond. Therefore, it is vital that sexual harassment training includes an explanation of how to report sexual harassment.

Clarify how employees can file a harassment complaint. Should they contact their supervisor, the human resource department, or someone else? Should complaints be submitted informally or in writing? Have at least two options for how to report sexual harassment and preferably the option of speaking to either a female or male company representative. Place responsibility on the employees to report sexual harassment, whether they are a victim or a witness.

Your company should also have a policy of how you will respond to allegations of sexual harassments. Will you perform an internal investigation or will you bring in someone from outside the company to look into the allegation? Be careful to keep an open mind, and contact all the parties involved to get a more accurate picture of what exactly happened. Do your best to keep the situation confidential in order to avoid embarrassment and retaliation against the complainer. Document for company records the allegation, investigation, and outcome of the complaint, as well as any corrective action that was taken towards the offender or in the form of new company policy.

Finally, it is a good idea to follow-up with all the involved parties, perhaps confidentially, in order to ensure that the corrective action taken was adequate to stop the harassment.

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