SHRM Provides Insights on Fighting Harassment

In case you missed it, SHRM recently posted an article titled, “EEOC Wants to Leverage Transformative Power of #MeToo,” by Kathy Gurchiek. This article claims that standard sexual harassment training with the use of computer models are not very effective and is too focused on liability rather than creating a respectful workplace. Instead, it is suggested that “civility and bystander intervention training” will create a change in the environment of the workplace. See the article here.

It is always important to address problems in the workplace with sincerity and respect for those who are victims, rather than focusing primarily on set standards that must legally be followed. In addition, the article notes the large amount of legislation that has been passed since the start of the #MeToo movement. While this is certainly a step in the right direction, it is noted that legislation should focus on all topics that can become points of harassment. It would be hypocritical if sexual harassment decreased just to be followed with an epidemic of discrimination and harassment because of race or religion.

In addition to training and legislation, the workplace should have an established way for victims and witnesses of harassment to report an incident. Using a secure and anonymous reporting mechanism such as Red Flag Reporting allows these voices to be heard and for changes to be made. Once again, it is important that the company addresses each report in a way that changes the environment of the workplace rather than simply protecting itself from legal trouble. With Red Flag Reporting, selected management can work as a team to find patterns of unethical behavior in the workplace. With this knowledge, they can create interventions to address the problem. Take the next steps to protect the people of your workplace today.