As Richard Edelman, CEO of Edelman, famously put it, "Trust is the ultimate currency in the relationship that all companies, whether public or private, must have with their stakeholders." This deep-seated belief should be carried into every facet of Corporate Governance, including a critical issue that has been in the spotlight recently—Workplace Harassment. Leaders must take definitive actions to promote a harassment-free culture in their organizations, fostering a trust-driven and respectful working environment.

Workplace Harassment extends beyond instances of overt sexual misconduct—it may include verbal or physical harassment, racial slurs, or even offensive jokes. According to a survey conducted by McKinsey, around 35% of women and 9% of men have reported experiencing sexual harassment at some point in their careers. Thus, it's clear that no company, regardless of size or industry, is immune to this issue.

For effective implementation, take a look at these Workplace Harassment best practices:

• Employee Harassment Training Workshop (17-slide PowerPoint deck and supporting Word)
• Resolving Workplace Conflicts: Employee Relations - Gender Discrimination (4-page PDF document and supporting ZIP)
• Resolving Workplace Conflicts: Employee Relations - Sexual Orientation Discrimination (4-page PDF document and supporting ZIP)
• Resolving Workplace Conflicts: Employee Relations - Refusal to Work with Diverse Employees (4-page PDF document and supporting ZIP)
• Resolving Workplace Conflicts: Employee Relations - Classism, Racism, Other Discrimination (4-page PDF document and supporting ZIP)

Inculcating a Respectful Culture

Establishing a respectful, harassment-free environment begins from the top. Leaders must demonstrate through initiatives like Leadership Development Programs, the importance of respect and dignity at the workplace. Companies should set standards of conduct and communicate them clearly to all employees. This includes the definition of harassment, rights of the employees, reporting mechanisms, and the consequences of inappropriate behavior.

Creating Robust Reporting Mechanisms

A fundamental aspect of addressing Workplace Harassment is encouraging victims and bystanders to report incidents without fear of retaliation. Encouraging a "See Something, Say Something" culture empowers employees and helps prevent incidents from going unreported. Implementing robust reporting systems is key, along with ensuring the anonymity and protection of the complainant.

Educating All Employees

Accenture reports that organizations with comprehensive training programs in place experience fewer instances of harassment. Mandatory anti-harassment training should therefore be part of every organization's onboarding process. Furthermore, regular workshops and seminars can help keep the conversation alive, reinforcing the message that harassment is intolerable.

Role of Corporate Policies

Policies play a key role in preventing Workplace Harassment. Company policies should clearly define what constitutes harassment, possible repercussions for those found in violation, and a strict no-retaliation policy for complainants. Cross-department representation in policy making ensures a holistic perspective, and incorporating feedback from all levels of the organization makes policies more robust and balanced.

• Zero-Tolerance Policy: This policy unequivocally communicates that harassment in any form will not be tolerated. It should impart clear guidance on what constitutes acceptable behavior and the consequences of violations.
• Open Door Policy: This policy encourages employees to openly discuss issues and concerns, without fear of repercussions, with their superior or HR.
• Non-Retaliation Policy: This policy protects employees who report harassment from any retaliatory action, reiterating trust in the system.

Swift Action and Consequence Management

A prompt response to harassment allegations is crucial. According to BCG, the fear of inaction discourages almost 40% of harassment victims from reporting incidents. Swift action reassures the workforce that their concerns are taken seriously, and instills confidence in the process. Comprehensive investigations, followed by appropriate consequence management, reinforce zero-tolerance against Workplace Harassment.

Continuous Improvement

The process of addressing Workplace Harassment is one of constant learning and improvement. Regular surveys to gauge the effectiveness of current processes, and open feedback sessions with employees, can provide valuable insights. Businesses must remain adaptive, updating policies and practices in response to data, evolving social norms and legal requirements.

In the current era of a highly conscious and connected global workforce, Workplace Harassment can have far-reaching implications not limited to employee morale—it could severely damage a company's reputation and trust. Greater emphasis on trust and respect, comprehensive policies, consistent enforcement, and continuous improvement are critical ingredients in addressing the issue across organizations. Remember, it's not just about doing the right thing, it's about fostering an environment that fuels Corporate Success.

Explore related management topics: Continuous Improvement