EEO Specialists ’s Post

Is your organisation falling into the trap of focusing on reporting and training while neglecting complaint handling? To prevent sexual harassment in the workplace, there are three key pillars to think about: Reporting 📝 Training 🧑🏫 Complaint Handling Capability ⚖️ While many organisations are currently focusing heavily on reporting and training—both of which are essential—it’s easy to overlook the importance of how complaints are managed. A poorly handled complaint can linger like a bad smell undoing all the efforts invested in creating a safe and supportive workplace. Effective complaint handling ensures: 1. People feel heard, respected, and supported. 2. Complaints are addressed fairly and consistently. 3. Your organisation maintains the trust and culture you’ve worked so hard to build. Don’t let poor complaint handling unravel your efforts in prevention. Are you giving this critical step enough attention? #FoodForThought #Leadership #WorkplaceCulture #SexualHarassmentPrevention #hr #humanresources

It's Thursday Thoughts here today with a look into the critical issue of "employee silence" that impedes the establishment of a culture rooted in safety and trust within organizations. According to a recent Gallup survey spanning 2023 and 2024, employees lack confidence in leadership to address concerns related to discrimination, harassment, and quiet quitting. To truly thrive, organizations must prioritize fostering an environment characterized by safety, work-life balance, and open dialogue between employees and management. Failure to address employee silence can prove detrimental, hindering the resolution of crucial issues that demand attention from HR or decision-makers. In 2024, bystander intervention takes center stage, notably in states like California where it's now a mandatory part of sexual harassment training for employers with five or more staff members. Every employee deserves a workplace free from harassment and discrimination. Bystanders must recognize their duty to intervene and report inappropriate incidents to HR or designated safety personnel. Incorporating bystander intervention training into sexual harassment prevention modules underscores the importance of fostering civility in the workplace. What may seem innocuous to one group could deeply offend another. By encouraging employees to speak up against disrespect and misconduct, we help safeguard our colleagues from further harm. While silence may be acceptable in contexts focused solely on productivity, turning a blind-eye to harassment or discrimination violates legal mandates and company policies. Compliance Training Group strongly encourages all employers to address these issues head-on in your harassment prevention training sessions to ensure that employees and management grasp the importance of taking a stand against inaction within your organization. Let's break the silence and cultivate a workplace where every voice is heard and respected! #hr #humanresources #peopleoperations #employeetraining #workplacetraining #workplaceculture #workplacesafety #harassmentprevention #bystanderintervention #training

📊 In 2023, 52% of employees experienced or witnessed inappropriate workplace behaviors. Countering workplace misconduct and harassment requires proactive strategies, such as... ✅ Establishing Clear Policies: Implement comprehensive anti-harassment and misconduct policies that define unacceptable behaviors and outline consequences. ✅ Communicating Expectations: Clearly communicate the organization's stance on harassment and misconduct beginning at the start of the employee journey (ex. job posting). ✅ Developing a Code of Conduct: Create and enforce a robust code of conduct that includes provisions against harassment and misconduct, integrating it into the onboarding process. Make this highly visible to all employees through internal communications. ✅ Providing Training and Education: Offer regular scenario-based training sessions on anti-harassment and misconduct to help employees recognize and address inappropriate behavior. ✅ Establishing Reporting Mechanisms: Set up clear, confidential reporting mechanisms for employees to report instances of harassment and misconduct without fear of retaliation. ✅ Implementing Support Systems: Provide support systems such as counseling services and employee resource groups. These are not only great to foster community and engagement, but can act as a safety net for employees facing harassment or misconduct from others. ✅ Leadership and Accountability: Hold leaders and managers accountable for maintaining a harassment-free workplace by incorporating DEI goals into performance evaluations. At Diversio, we quantify DEI efforts through our inclusion metrics, like workplace safety, to ensure that all employees feel safe and included. Learn more about how we can help your organization foster a culture of respect and inclusion: https://hubs.la/Q02CmXb90. #HRLeadership #WorkplaceSafety #EmployeeEngagement #InclusiveWorkplace #DEI

📢 New research reveals shocking statistics: over 40% of employees have witnessed or experienced illegal or inappropriate behavior at work, yet much of it goes unreported! 📖 In our latest article by Pete Cooper, Director of People Partners & DEI at Personio, he sheds light on the prevalence of workplace misconduct and the barriers to whistleblowing. You will be able to examine how important company culture is to establishing a secure reporting environment and learn why leadership trust is essential to dealing with problems at work. Read now to find out how we can create an environment at work that values accountability, openness and trust. Let's put employee safety first and eliminate the stigma associated with coming forward. 📌 https://lnkd.in/ezgWThzG #Misconduct #workplace #whistleblowing #organizationalCulture #Safety #accountability #management #leadership #HR #humanresources

Excerpt: "There is a distinction between a manager exercising their prerogative and conduct that crosses the line into harassment, raising questions about when harsh or overly critical behaviour becomes a breach of policy. Employers have the authority to establish workplace rules and performance standards, but the manner in which these standards are enforced can sometimes lead to allegations of harassment. Sibusiso Dube, a Partner at Bowmans, emphasises the importance of recognising when managerial conduct crosses the line into inappropriate behaviour. 'While it is within a manager’s prerogative to uphold workplace standards, the approach can sometimes come across as harsh or overly critical,' Dube explains. 'It’s crucial for both employers and employees to understand the boundaries of acceptable conduct to prevent any breaches of harassment policies.' The Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace outlines various behaviours that may constitute harassment, including humiliating conduct, threats, bullying, and emotional abuse. Other actions deemed unacceptable include yelling, rude behaviour, and intimidating gestures."

A new era of workplace safety is here. The law now requires employers to actively prevent harassment, taking steps to protect their employees before incidents occur. Our latest article explores how recent high profile cases in the UK and Australia underline the critical importance of proactive measures. From structured training to trauma-informed practices, our article outlines key steps organisations can take to build a culture of respect, safety, and accountability. These strategies go beyond compliance - they’re about creating workplaces where everyone feels safe and valued https://lnkd.in/eynWmV82 Ready to see how proactive prevention can reshape your workplace culture? Contact us today - enmasse2.com | [email protected] #WorkplaceSafety #PsychologicalSafety #Prevention #DutyToPrevent #DEI #WorkplaceCulture #Leadership #OrganisationalCulture #Compliance

In light of the recent horrific accident I find myself continually questioning— Are our workplace harassment prevention Laws truly effective? Are our HR professionals adequately trained to assist us in navigating such circumstances?? What happens if an individual comes out and lodges a complaint about their higher authorities?? Are the rights and safety of the complainant being taken care of after everything goes back to normal?? The very entities meant to protect employees and foster a positive work environment, are ineffective in handling toxic workplace issues. When HR fails to address problems like bullying, favoritism, and hostile behavior, it leaves employees feeling helpless and trapped in environments that erode their mental health and productivity. The lack of proper training, a tendency to prioritize company interests over employee well-being, or simply ignoring red flags can make the situation worse. HR needs to be better equipped, more proactive, and truly committed to rooting out toxicity to create a healthy, respectful workplace culture. It's time we demand more accountability from HR—because no one should have to endure a toxic work environment in silence.prioritize company interests over employee well-being.

At the moment a serious workplace grievance is raised, you are almost certain to have an emotional response initially; especially if it is someone senior, or you yourself have been accused of something like bullying or sexual harassment. In life we are often encouraged not to bottle things up, but in this first moment ignore that advice! Don’t hit send on an angry response if you got a complaint by email. Don’t engage in conversation with connected parties in the first instance. Go for a walk, shut yourself in a private room, take some deep breaths. In fact, the first person you should talk to is your HR professional; whether that is an outsourced service like ours, or someone in-house. Have us on speed dial! To read more about managing emotion and culture during an investigation, check out our latest blog:

At the moment a serious workplace grievance is raised, you are almost certain to have an emotional response initially; especially if it is someone senior, or you yourself have been accused of something like bullying or sexual harassment. In life we are often encouraged not to bottle things up, but in this first moment ignore that advice! Don’t hit send on an angry response if you got a complaint by email. Don’t engage in conversation with connected parties in the first instance. Go for a walk, shut yourself in a private room, take some deep breaths. In fact, the first person you should talk to is your HR professional; whether that is an outsourced service like ours, or someone in-house. Have us on speed dial! To read more about managing emotion and culture during an investigation, check out our latest blog:

I do not know when learning ends for any workplace leader- and that is why I empathise more and more with the L&D heads of workplaces all around the world because there is no limit to what all you need to curate for your teams. I was recently conducting a session on workplace misconduct, and the topic focused on a very regularly used term "Quid pro Quo". So many use it but how little it is understood outside the reporting and redressal teams. What is even more important is for the day to day people leaders to understand this concept- especially if things are to be prevented from happening- so, here it goes: Let us start by establishing that understanding Quid Pro Quo and workplace harassment, especially sexual harassment, is CRUCIAL for People Managers and Leaders. Being well-informed on these topics not only helps in creating a safe and respectful working environment but also equips you to handle sensitive situations effectively and legally. It is essential for leaders to recognize the implications of Quid Pro Quo harassment—where job benefits are contingent on the submission to sexual advances. This knowledge is key in preventing abuse of power and fostering a culture of integrity and respect. For a deeper understanding, I highly recommend reading the article on Quid Pro Quo harassment from UNGENDER Advisory. It offers clear insights and practical advice for handling such issues within the workplace. Every leader committed to ethical management and workplace safety should prioritize this read. read here: https://lnkd.in/gNqyXqxm #sexualharassment #workplace #culture #diversityandinclusion #HR #Learninganddevelopment