Employer’s Guide: Beyond Compliance

Obviously, employers need to comply with state and state laws regarding harassment and sexual misconduct in the workplace. But aside from being the right thing to do, it’s the smart thing to do: Being proactive in keeping workers safe from workplace misconduct actually helps a company’s bottom line. Employees’ productivity and morale increase when employers create a comfortable culture where everyone can thrive. So it’s important for employers to move beyond being reactive, and start being proactive in addressing workplace culture.

Here are five ways company’s can to improve the culture at work:

1. Create a well-defined policy on sexual harassment that includes examples of prohibited behavior. Incorporate the policy into the employee handbook and regularly train and engage employees with the content using different methods.
2. Establish a complaint procedure that identifies HR professionals designated to document and investigate complaints. Explain the investigation process and offer examples of proportionate corrective actions that may result at the conclusion of an investigation.
3. Conduct regular climate surveys to ascertain the existing climate of inclusion and identify potential areas for growth. Make sure to keep these surveys anonymous.
4. Empower bystanders. Provide training that give employees the skills necessary to intervene when appropriate and report harassing behavior. Create a culture where all employees are invested in maintaining a workplace climate that is free from discrimination.
5. Model good behavior and require that leadership at all levels exemplifies a culture that is inclusive and values employees. Although leadership and accountability starts with senior executives, mid-level managers and direct supervisors are key elements in establishing and enforcing acceptable behavior at work.