Responses to reporting sexual harrassment

John Malloy owns exec search firm Sanford Rose Associates-Santee, but he once owned a manufacturing firm whose workers were mostly male. So he and his staff crafted a sexual harassment policy after getting legal guidance and then trained the entire company. Within weeks, a female employee complained that a male co-worker had made comments that were "a blend of obscenities and sexual innuendo," Malloy recalls. The guy refused to apologize.
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How can you plan to respond to sexual harassment at your workplace?

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Employer's Responses to Sexual Harassment | Center for Employment Equity | UMass Amherst

The image of an iceberg — where most of the mass hides beneath the surface — is a well worn metaphor, particularly when it comes to describing human behavior. While some people may have the interpersonal skills to deal with a sensitive report, it leaves the situation very open to biases and other intervening factors, like personal relationships and opinions, which can then dictate the response. Robust policies and procedures, together with commitment from leaders, help mitigate these factors and protect all parties involved, including the rights of the victim, but also the wider organization. As for the practical steps that should be taken to make sure an organization is ready to deal with a report, Your Call has put together a comprehensive checklist based on leading Australian research into whistleblowing.
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Sexual Harassment Response Guidelines

Sexual harassment is a pressing national issue in both the public sphere and many workplaces. Recent high-profile allegations in the media, government, and prominent firms as well as the accompanying social movements such as TimesUp and MeToo have raised the visibility of sexual harassment, strongly suggesting that workplace sexual harassment has not been effectively addressed—or perhaps even taken seriously—by many employers. In this report we examine employer responses and the outcomes of 46, Title VII sexual harassment discrimination charges filed between and with the U.
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Begin investigation within 24 hours of the report of sexual harassment. Complete investigation and propose remedy within 7 days. Give assurances of no retaliation to victim and all witnesses.
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