Forms of harassment can be so wide-ranging that often it is difficult to know our rights and how to give effect to them. A large part of workplace harassment prevention training is creating clarity on what exactly constitutes harassment so that employees have more certainty about the stance that the organization has on these issues. They must also be clear on what processes are in place to safeguard rights.
The responsibility of every organization is to ensure its environment is such that employees should not suffer any harm or fear whilst at work or be exposed to any violation of their privacy or physical person. Central to workplace harassment prevention for employees is providing knowledge that empowers them to properly discern that there is a reasonable prospect of these things occurring and having the ability to deal with extremely diverse situations.
This requires potential victims to have confidence. Confidence not only in themselves but also in the knowledge they have acquired plus the systems and processes established by the organisation to manage all sorts of harassment effectively.
Getting the fundamentals right
In a workplace where respect for all individuals is non-negotiable, the fundamental right of everyone to dignity is placed at the forefront of organisation-wide behavioural standards and requirements. Any infringement of a person’s dignity is potentially a cause for serious concern and is dealt with as a priority.
Workplace harassment prevention training will make it crystal clear that absolutely everyone has the right to feel safe at work and be treated fairly. It must be known that the failure of a person within the organisation to align themselves with the rights the organisation is committed to safeguarding, will bear very real consequences.
Creating a safe and respectful workplace is therefore very much about organisations “pinning their colours to the mast”. Employees must be convinced that the organisation is prepared to go to battle to win against the scourge of harassment and bullying and that they will remain loyal to the organisation’s values and principles in this regard irrespective of who the perpetrators are. There must be nothing half-hearted about what the organisation’s stance is so that employees caught up in harassment or bullying can rest assured they will find the necessary support and conviction to serve justice.
Going the whole distance
Because we are dealing with trauma during harassment cases, workplace harassment prevention training must go beyond just addressing the appropriate response to the perpetrator. They must also deal with the healing and well-being steps available to restore the physical and mental health of victims. We do not simply want to have survivors in an organisation. Employees need to know employers care about achieving their optional functioning after being impacted by harassment. This means a holistic restorative process needs to be offered.
The real importance of workplace harassment prevention training is that employees become aware of the fact the organisation has adopted a victim-centred approach. It does not concern itself unduly with the intent of the perpetrator. What is of paramount importance is the focus on the unacceptability of the behaviour, practices, and threats. Organisations become single-minded about the effects on the victim knowing that attacks can be direct, indirect, or even via a third party.
Beyond dealing with instances of harassment and bullying arising in the workplace affecting individuals and groups, organisations that demonstrate that they are continually looking for root causes and their eradication demonstrate a true commitment to prevention that will be applauded by moral and ethical people within their ranks. Only when organisations continually look to improve the fabric of society in a more sustainable way, will the sceptre of harassment begin to recede meaningfully.
You must be logged in to post a comment.