The following are ways to create an environment in which sexual harassment will be less likely to occur.
Continually assess the work environment for signs that a problem may exist so that corrective action can be taken. Such signs may include:
Open displays of inappropriate material or behaviors such as pin-up calendars, common use of sexually explicit language, or the telling of lewd jokes.
Friction between the sexes as manifested by frequent complaints or grievances pitting women and men against each other.
Persistent gossip that includes whispered conversations or sexually-oriented rumors.
Sudden changes in an employee's job performance.
Be conscious of your own behaviour and avoid romantic involvement at the workplace, especially with someone lower down in the hierarchy. As a Manager, you are in a position of influence and such a relationship can give the perception of undeserved privileges for an individual, undermining the integrity of the workplace.
Distribute and post the sexual harassment policy and reporting procedure of your organization.
Educate all employees by providing sexual harassment workshops and information.
Be an example. Show a gender-neutral attitude. Ask for feedback regularly from female and male employees about your own behaviour.
Be firm and consistent. Work for changes in others' attitudes. Do not tolerate offensive jokes or comments from men or women. Provide frequent feedback to employees who need to adjust their conduct.
Be personally accessible to employees and listen to their complaints.
Offer employees more than one route for registering complaints, including routes that bypass direct supervisors, who may be the source of harassment.
Respond quickly, fairly, and with as much confidentiality as possible to any complaint of sexual harassment.
If a manager observes sexual harassment or if sexual harassment is reported, then a manager has an obligation to act. If the organization has a written policy, the policy and related procedures should be followed.
Sexual harassment is damaging to the victims and to the workplace in general. It is also against the law. Managers can be held responsible for the sexual harassment of one employee by another if the manager knew and did nothing to stop it.
How behavior or a complaint is handled sends a message about how the organization perceives sexual harassment. It sets a tone that has a lasting impact on future occurrences and complaints of sexual harassment.
If you would like to discuss this further or need some help or support in this or any other area, our counsellors would be happy to help.
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Shayoneee on 05 Jul 2022, 12:45 PM
It is also important to keep in mind that in cases of women suffering from domestic violence, their agency is severely compromised. Thus, giving suggestions or advice to survivors like leaving the relationship, choosing to live a better life, etc is again taking away their agency from them. As mental health professionals, we should strive to hold space for them, because most often that is what they need the most- a safe, non-judgmental, and empathetic space where they can be their vulnerable selves and get support. We cannot save individuals, however, we can aim to empower them through counseling and therapy so that they feel equipped enough to make a choice and if that choice means continuing to stay in the abusive relationship/marriage, we as counselors should strive to work with them to make their well-being the top priority, rather than telling them to leave the abuser. Because, as has been explained in the article as well, the abuser and the abused get stuck in a cycle, and it\'s very difficult to break free from it.sanjnare4 on 30 Oct 2019, 13:24 PM
What about husbands going through he same Domestic Violence (emotional, physical toruture) any law to protect husband from their torturous/phsyco wife? or husband has to suffer as wife use kids to blackmail husbands and finally husband end his life because of continuous torture round the clock, in office over phone or the moment husband enters home, never get proper food inspite of spending long day at work and even taking wife outside for lunch/dinner.Also, wife tortures in-laws in same way that in-laws leave their dream home one morning without even taking a glass of water from home with their dull health at this age.
Where are laws to protect males after marriage?
Where are laws to protect parents from torturous daughter-in laws?
Husband keeps suffering because he is worried about the kid and especially when there is a 4 year daughter going to school.
Please let me know if you have any meaning full response to my queries or problem.
vani02 on 01 May 2015, 17:15 PM
Good Article