Clear Guidelines, Communication Help Prevent Workplace Harassment

By Emma Ginader
The Daily Item, Sunbury, Pa.

WWR Article Summary (tl;dr) Human resources specialist Tina Welch advises businesses to have clear guidelines and consistent communication about their anti-harassment policies.

LEWISBURG

Eleven local professionals learned this week how clear communication and standards can stop and prevent workplace harassment and discrimination.

Welch Performance Consulting Human Resources Solutions Specialist Tina Welch led the “#TimesUp for Small Business Owners: Awareness, Policy, Training and Behavior” workshop held at the Bucknell SBDC’s Market Street office in Lewisburg.

Bucknell SBDC Assistant Director for Business Consulting Maureen Hauck said the center wanted to highlight this issue due to the growing prominence of the #MeToo and #TimesUp movements.

“During my past life in retail, I’ve dealt with it as a manager,” said Hauck. “How a supervisor or employer responds does set the tone for the entire company. It can destroy employee morale if not dealt with properly.”

Welch advises businesses to have clear guidelines and consistent communication about their anti-harassment policies.

“Some employers say this is just common sense, but common sense can be pretty grey and fallible,” she said. “In many of these cases, people aren’t aware of how their behavior is being perceived.”

Business policies should be written down and provide a promise of protection against retaliation for speaking out about concerns, workplace harassment and discrimination definitions and potential corrective actions to ensure all employees have the same understanding. These policies should be reviewed during the initial hire and on an annual basis, she said.

The written policies also should include multiple internal avenues for employees to report issues, she noted. Employees could have a concern about their direct supervisor, want to avoid a direct confrontation or talk directly with someone they trust.

Welch said training helps enable a pro-active and communicative stance against harassment. It can help employees identify and handle harassment and discrimination.

Related News

Leave a Reply

Your email address will not be published. Required fields are marked *