Click anywhere to get started Sexual Harassment Addressing
- Slides: 8
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Sexual Harassment – Addressing and Reporting Complaints
What’s at Stake? • 70% of survey respondents believe harassers face no consequences. • What does this do to the odds of a victim reporting? • Likely one of reason harassment often goes unreported. • What’s the perception at your organization? What’s the reality? Have you asked?
What You Should Know • Complaint procedure outlined in Sexual Harassment Policy • Consistently address claims – trust and responsibility, encourage reporting • Make reporting easy • Include specifics on preventing/resolving incidents in collective agreements • OHSA – Canada • EEOC - US
What You Should Do • Supervisors address/investigate ALL claims • Employees KNOW complaints are taken seriously • Employees understand how to document and report claims
What You Should Do Share these guidelines with employees… 1. Leave a paper trail. 2. Let your harasser know you’re offended by his/her actions and he/she must stop. 3. Confide in someone you trust about your problem.
What You Should Do Share these guidelines with employees… 4. Request in writing, a copy of the sexual harassment policy. 5. If harassment continues, then report the behavior, in writing, and request an investigation. 6. Co-operate with the investigation.
Final Word The reality is, what happens after a claim of sexual harassment is made is a critical component of your organization’s sexual harassment program. Have a plan for reporting and follow-up, and ensure it’s being followed.
