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DimenZion3 offers holistic consulting and capability building solutions in the areas of Diversity and Inclusion and Intercultural Competency development.
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The Me-Too motion has shone a light on the incidence of Sexual harassment of women at workplacein modern life. We are moving beyond stereo types and victim-blaming and getting Not just busy about penalizing sexual harassment after it happens, but proactively creating a secure working environment that enables employees rather than isolates them. Below are a few helpful strategies for fostering a healthy, safe workplace.
1. Go beyond Coaching ~ Training has to be seen as being beneficial, not a punishment. Recently, Starbucks closed every single location in the center of the day to have a class on cultural sensitivity. While it is admirable that a company will take steps to correct a misdeed, it would have been even better had there been an on-going conversation about this subject, rather than an emergency shut-down of stores. The definition of Sexual harassment in the workplace is something which should have a continuous discussion; the definition, as stated by the federal government, can comprise may include "sexual harassment" or unwelcome sexual advances, requests for sexual favours, and other verbal or physical harassment of a sexual nature." Diversity and Inclusion consulting should be conducted at workplace to create unity and prevent sexual harassment.
2. Have No Tolerance for “What aboutism” ~ What aboutism is a new word to describe an age-old phenomenon: When someone is accused of doing anything wrong, he or she states "What about..." and lists something somebody else has done wrong. That is, of course, be a person previously or in the current, famous or personal, in politics, business, or amusement. Push back against it by focusing on the matter and case accessible.
3. Have No Tolerance for Harassment, And Even Less for Retaliation ~ "Unqualified," of how, on a film set, a part of this crew slapped her behind so tough everyone on the group could hear it. She felt pressured to shrug it off, knowing that the hundreds of crew and actors on set would eliminate work should the manufacturing grind to a halt to conduct a formal investigation. OD consulting firms like Dimenzion helps to develop organisation to respect female employees at workplace.
4. Make It Effortless To Report Harassment ~ Ensure that your company has multiple methods of reporting Sexual harassment, such as anonymous reporting. Be sure that all these paths are, they should be well-known to the employees. For example, include these methods on your employee handbook, on your own site, and on the regional intranet.
5. Be Proactive ~ HR departments are in a Exceptional position when it comes to sexual Harassment: it's their job to ask how employees do. In any type of performance evaluation, it is also the employee's chance to provide feedback on the business. Although ideally an employee would feel permitted to move to HR at any moment, victims often feel pressure to downplay an incident, particularly if it's less of an overt gesture, and more implied--an example being enjoying suggestive music that makes an employee uncomfortable. Part of HR's responsibility is to ask about any of these smaller incidents to find out whether they, understanding a more comprehensive picture than any 1 employee, detect troubling patterns so they could step in before it becomes worse. Corporate diversity training programs helps to stop sexual harassment at workplace with women.
To Learn More regarding Sexual harassment at the workplace see on dimenzion3.com.
