Author:
Louise Ward
Date Of Creation:
4 February 2021
Update Date:
15 May 2024
Content
Sexual harassment includes unpleasant physical contact. It could also be the act of revealing certain parts of the body, asking for sex, showing sensitive pictures, and making inappropriate comments and jokes. Managers in the company need to create a harass-free work environment through clear guidance, well-trained training, and strict law enforcement. Outside of the office, the school administrators also need similar instruction to students and staff.
Steps
Method 1 of 3: Create a healthy work environment
Develop an anti-harassment policy. As an employer, you need to take responsibility for dealing with the gender discrimination that occurs at work. The Labor Code provides for gender discrimination to include sexual harassment, as well as gender and homosexual stereotypes. The best way to protect employees from sexual harassment and from personal responsibility is to prevent this.
- Gather staff, trade union leaders, and put in place a strict policy that strictly prohibits sexual harassment. The content stipulates that the management team has an obligation to prevent sexual harassment in the whole company.
- Disseminate the concept of sexual harassment widely. Prohibit illegal sex discrimination; flirting annoying; ask for sex; and any verbal, visual, or physical act of sexuality in the workplace.
- Requirements that compel a relationship to serve as a condition of recruitment, or use as a basis for professional decision-making are prohibited.
- Prohibit any conduct that is intended or interferes with an individual's performance, or creates hostile, threatening or offensive work environments.
- Give some examples of sexual harassment, but confirm that this list is not exhaustive.
- Review the labor code to make sure you are familiar with all applicable behavior.
Prepare a draft dealing with harassment. Integrate various measures to clearly report sexual harassment according to its anti-harassment policy. The contents of the regulations should encourage victims to report sexual harassment acts. Authorize and designate the staff to receive complaints of harassment.- Employees should be given the right to complain of sexual harassment to multiple individuals in case they are forced to report the perpetrator or close friend of the harasser.
Train employees on how to prevent and report sexual harassment. Print multiple copies of the policy and distribute it to each person. The policy to prevent sexual harassment should be documented in employee handbooks, emailed to each employee, and reviewed during annual anti-discrimination training.- Organize regular training. Train supervisors at all levels of management to detect, prevent, and discipline sexual harassment and sexism. Train staff to take the correct steps for sexual harassment complaints.
- Following government guidelines may vary from province to province.
Incorporate some examples that employees may not recognize. They need to be aware of all forms of sexual harassment or behavior, as well as gender or homosexual stereotypes that are seen as sexist and could result in employees being fired. For example, make it clear to the employee that a man is responsible for his actions if he harasses the same sex, not just women, that women are also responsible if they harass others. Gender or same sex, as well as some compliments are also harassing if the situation is not appropriate.- Explain under labor law that workplace pressures that require employees to comply with gender standards are considered sexual harassment.
- Therefore, do not tell a woman that her behavior is not feminine enough, or a man that he is not masculine enough, or to a transgender person that looks or address is not. Acceptable.
- Explain that as a business owner, you will sometimes be held accountable in the event that a sales partner or customer sexually harasses your employee.
- Encourage staff to talk to people or to you when in doubt.
Work environment monitoring. Detects the risk of harassment at all levels of the company. Eliminate any discriminating jokes, signs, or pictures you come across. Warn employees to engage in inappropriate behavior. If you think your colleague is being harassed, encourage him or her to talk and act promptly to prevent this.
- If you witness sexual harassment or find yourself in an assaultive environment, you need to resolve the harassment or work with the victim to deal with it.
Policy enforcement does not include exceptions. When you make a complaint, or witness harassment, you should initiate an investigation immediately and respond to the situation. Disciplinary staff has harassed other employees. Protects and supports harassed people.
- You should have a zero-tolerance policy against perpetual violators, or in cases of severe harassment or assault.
- Clearly explain that this applies to all levels of management and must be followed by everyone.
Method 2 of 3: Dealing with sexual harassment at work
Identify cases of sexual harassment in the workplace. The Criminal Code not only defines harassment as a pursuit of the perpetrator, but also through the consequences of the behavior on the victim. You are the victim of harassment when you have to accept to be promoted, assigned, or simply to retain your position in the company. This behavior is often caused by a boss, but sometimes it can also be caused by another powerful employee or supported by someone else in power.
- Offensive workplace harassment often does not explicitly or completely affects your position, but still interferes with your performance and creates a hostile, threatening work environment. , or attack.
- By law, a single incident is enough to conclude that it is commercial harassment. However, offensive harassment needs to occur on an ongoing basis unless the behavior is particularly serious (such as rape or inappropriate touching).
- Both types of harassment can happen to one or more people, and can be done by an individual or a group. This can be done by a colleague or supervisor, a man or a woman, and can be through words, actions, or both.
- Both forms of harassment violate the law.
Report an incident of sexual harassment in the workplace. Take notes and keep information about sexual harassment happening. Record when and where the incident occurred, each person's conversation or actions, and who was the witness during that time. Save inappropriate e-mails or messages.
- Review the policy to prevent workplace sexual harassment and follow the regulations, unless your workplace offers it.
Go up against harassers if you don't feel the danger. Talk face-to-face with the harasser or group of people or people who do not threaten your safety. Explain that their attention or their behavior is affecting you. Give your name and specific description. Then ask them to stop.
- You can say “I don't feel comfortable when you invite me out. I politely declined because you were my colleague, but you continued to pull me off. I suggest you stop doing this. "
- Or say, "I need you to stop making fun of my clothes and sexual orientation. I really don't like this. I don't want anyone to look at my private life and bring me as the subject. let others tease. Do you understand or not? "
- If you feel that dealing directly with a harasser is dangerous to you, you should speak directly with your supervisor or human resources.
Reporting behavior at work. After dealing with a harasser, you should notify your supervisor of this behavior and that you have resolved it. If not, you need to report it directly to your supervisor or your company's HR department. Talk about how you didn't feel safe facing the harasser, and come up with the reasons why.
- Immediately report to your supervisor after confronting a harasser, in case he or she takes revenge on you.
File a complaint with the Labor Investigation Commission. You can file a discrimination complaint as soon as possible without the help of a lawyer. After you submit your application, the Investigative Committee will notify the company and begin an investigation.
- The Investigative Committee will try to resolve the complaint with the mediator, cancel the case, or initiate proceedings.
- If the Investigative Committee is unable to charge or issue a ruling, it will send a letter giving the right to litigate the complainant. You can ask for this letter if you want to go to court before the Commission of Investigations reaches its final conclusion.
- You are legally protected from retaliation when filing charges of discrimination, testifying, or participating in an investigation, lawsuit, or dispute under criminal code.
- Harassment laws across the country are the same. However, you should do some research if you live in another country.
Method 3 of 3: Stop sexual harassment everywhere
Create a healthy learning environment. Train teachers to handle student comments. Use materials provided by law to train staff and disseminate information to all staff of the school. Work with subject teachers and supervisors to provide guidance for students to identify and report harassment at school.
- Incorporate instructional content in student handbooks, and invite speakers to present in each classroom.
- Parents are recommended to participate. Hold after-school meetings to communicate to parents about sexual harassment problems and their consequences.
- Reward students for their determination. Encourage students to raise issues of sexual harassment they have encountered or witnessed with their own eyes. Complain seriously.
- Seriously complain that teachers are sexually harassing students.
Prevent sexual harassment at school. In addition to workplace and high school harassment prevention, students need an education about their rights. Students should file a complaint with the School Administrator if the action is not taken seriously by the supervising teacher, or where the student is required to sign a confidentiality agreement to report harassment.
Ask friends and partners to respect you. Sexual harassment is defined as any unwanted sexual harassment or discrimination. This situation occurs not only at work, but is also caused by friends, partners, and ex. If your friends make gender biases or make sexual comments about you or someone else, ask them to stop the act immediately.
- Express your feelings to other friends. Listen to their thoughts.
- Stop interacting with people who continue to act disrespectful to you.
