The first time a worker experiences sexual harassment on the job, they may try to ignore it or address the situation personally. Many people expect that their coworkers should respect them if they indicate they are uncomfortable with certain types of conduct.
Most successful professionals adjust their conduct when they realize that their actions offend or intimidate their co-workers. After all, they want to maintain a positive working environment and do not want to risk disciplinary action related to sexual misconduct. However, some people enjoy intimidating others or exerting control over them. They may persist in inappropriate behaviors even after others have asked them to adjust their conduct.
At that point, the targeted worker may feel compelled to take the issue to management or human resources. They may report the sexual harassment and ask for support. Many workers feel anxious about the need to report sexual harassment and unsure of how their employers might respond.
What should businesses do after receiving complaints of sexual harassment?
Companies should respond assertively
Organizations that employ workers have an obligation to protect them from harassment, which is ultimately a form of discrimination. Employees should not have to endure a hostile work environment or quid pro quo sexual harassment just to keep their jobs.
When one worker makes allegations about another employee or a group of coworkers, the employer should take the complaint seriously. The party receiving the complaint should document the details as reported by the complaining employee. From there, the company should investigate.
Looking into reported incidents, talking with other employees and then following up with the reporting party are necessary steps for resolving sexual harassment complaints. In scenarios where the evidence affirms the allegations, the employer should address the matter. Retraining, disciplinary actions and even transfers to move the sexual harasser to a different department could be ways to resolve the issue.
Retaliation is illegal but common
Reporting workplace sexual harassment is a protected employment activity. Workers shouldn’t have to worry about losing their jobs, facing demotions or losing out on future opportunities because they assert their right to a harassment-free workplace.
Unfortunately, retaliatory employer actions are relatively common in sexual harassment scenarios. According to the Equal Employment Opportunity Commission (EEOC), roughly 43% of all sexual harassment complaints submitted to the organization involved claims of employer retaliation.
Instead of handling a matter appropriately and taking the necessary steps to retrain the offending individuals or protect the reporting party, a company punishes the worker who experienced the sexual harassment. Retaliation can affect a worker’s career and also their mental health.
Those dealing with sexual harassment and inappropriate responses from employers may need help asserting themselves, and that’s okay. Filing a sexual harassment lawsuit can hold a company accountable for violating a worker’s rights and may potentially change the work culture of a negligent company.