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The Equal Employment Opportunity Commission (EEOC) recently released updated guidance for preventing harassment in federal workplaces. The guidelines provide useful recommendations for private-sector employers as well.
The recommended practices are as follows:
– Take preventative measures.
– Clearly communicate what constitutes harassment and penalties.
– Consistently enforce them across all levels.
Companies that primarily focus on preventing potential lawsuits rather than proactively fostering an environment that doesn’t tolerate harassment are fighting a losing battle, says Stephen Paskoff, a former EEOC investigator and the CEO and founder of the workplace training firm Employment Learning Innovations. The EEOC recommends that employers disseminate harassment policies to all workers at the time of hire.
“You want to prevent as much as you can and find out about stuff so people will feel comfortable coming to you. That way, you can work [issues] out sooner rather than later,” he says. Putting policies in place after bad behavior occurs is especially challenging because employers must reestablish trust.
The EEOC also recommends that companies hold leadership to account, including the C-suite.
“You cannot have senior leaders who say this is important but then do exactly the opposite,” says Paskoff. “It sends a message that if you’re at a certain level, [policies] don’t apply.”
Last, clarity is of utmost importance. Employers should provide explicit definitions of prohibited behaviors and ensure protection against retaliation for employees who bring attention to poor misconduct. The CEO should also echo such communication from HR.
“The leader should be saying, as clearly as they can, if you want to work here and keep your job, there are certain things you can’t do,” says Paskoff.
Amber Burton
amber.burton@fortune.com
@amberbburton
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