Every workplace, from small to large businesses across all industries, should have effective policies in place that help protect their employees. Policies such as sexual harassment policies will help both employers and employees understand how to address concerns about sexual harassment, including how to report the harassment and what type of behavior will and will not be tolerated in the workplace.

The U.S. Equal Employment Opportunity Commission (EEOC), the federal agency that oversees and enforces anti-harassment laws, reported in 2022 that they had handled 27,291 charges that alleged sexual harassment from 2018 to 2021. In that same report, the EEOC also noted during that period that sexual harassment charges “accounted for a greater percentage of the total charges under all statutes received by the EEOC” from 2018 to 2021. But even with that many sexual harassment charges filed during a four year period; many instances of sexual harassment still go unreported.

So, it is safe to see that having a sexual harassment policy in place is important. It helps employers to establish a safe working environment for their employees and to set a zero tolerance for harassment.

But how can you go about implementing an effective sexual harassment policy? Below, we take a look at a few steps that will help you adopt a sexual harassment policy in the workplace, no matter the industry you are in.

Disclaimer: The following is not intended as legal advice. It is general information. Please consult with a Columbus employment lawyer for legal guidance.

Steps on How to Implement an Effective Sexual Harassment Policy

Implementing an effective sexual harassment policy will help to provide a foundation for safe working environment. To implement such a policy, here are a few steps to get you started.

Create a Written Policy

It is imperative that every employer have a written policy in place that expressly prohibits sexual harassment. This policy will should be found in the employee handbook and provided to employees on a regular basis.

To write a written policy, there are some common provisions to keep in mind when you are putting it together including:

  • A clear statement that sexual harassment will not be tolerated in the workplace.
  • A definition of sexual harassment.
  • Examples of sexual harassment and any other prohibited behavior.
  • An outline for the complaint procedure so employees know how to report sexual harassment.
  • A statement that tells employees who commit unwelcome sexual advances that they are subject to consequences.
  • An outline of potential consequences.
  • Guidelines for managerial responsibility in regard to addressing reports of sexual harassment.

There are other provisions that can be included, such as a stated assurance that all reports will be handled in a timely manner.

Create Procedures for Reporting Violations

An effective sexual harassment policy will include clear procedures on how to report sexual harassment. It is often important to include more than one way for employees to make a report as well, such as being able to make a report to a supervisor or alternatively making a report to HR.

For example, say a policy only allows employees to make a harassment report to their supervisor. What can an employee do if their alleged harasser is their supervisor? That’s why offering multiple ways to make a report is important.

Be sure to clearly communicate the various avenues that an employee can use to report sexual harassment.

Provide Training to Employees

Once you have created and written a sexual harassment policy, you will want to ensure that employees have read and understand the policy. Providing training will help to ensure that employees at all levels understand the policy and have an in-depth understanding of how to recognize sexual harassment and what to do if they are dealing with it.

Managers and supervisors should also be trained in how to handle harassment reports and enforcing the policy.

Communicate the Policy

For a sexual harassment policy to truly be effective, you will need to routinely communicate the policy to employees. This can be done at quarterly meetings, through one on one sit downs, and other means.

The policy can also be communicated by:

  • Including the policy in the employee handbook.
  • Providing the policy to all new employees.
  • Sending the policy out over email routinely, along with other key workplace policies.
  • Keeping the policy posted on a break room wall.
  • Including the policy on an internal or external website.

By working to implement a sexual harassment policy that is clear and detailed, you can help to create a workplace that is active in supporting its employees and a safe work environment.

For additional guidance on how to implement an effective sexual harassment policy, we recommend speaking with an Ohio sexual harassment lawyer. They can offer expert insight into how best to put together a workplace policy.

About the Author

The Friedmann Firm, LLC is a Columbus, Ohio-based employment and labor law firm. Their team of experienced Columbus employment lawyers specialize in a wide variety of cases related to employment law, including wage and hour violations, employment contracts, discrimination, and harassment. The Friedmann Firm has successfully advised and represented clients throughout Ohio, including Columbus, Toledo, Cleveland, and Dayton. Their team understands how serious sexual harassment in the workplace can be and are ready to help you through your case. You can connect with one of the firm’s sexual harassment lawyers in Columbus, Ohio by reaching out online or over the phone.