Sexual harassment in the work place is a serious issue that both employers and employees should not take lightly. In some instances, sexual harassment in the work place is not only against company polices but likewise can be classified as sexual assault and tried in the court of law.
Prevention
When a company ensures that they are doing all they can to prevent racism from entering their place of work, they will be able to protect their employees, keep their employees safe from the humiliating impacts of racism, and provide a positive work environment where businesses and individuals can succeed. But how can a company, whether big or small, ensure that they are doing all they can to prevent racism in the workplace?
For these people, it is vitally important that they understand completely what actions and steps they should take to protect themselves and others from sexual harassment in the work place. And the very first step in dealing with sexual harassment at work is to not ignore the harassing actions of others.
An important thing to consider when a conflict ensues is how important the issue really is. Is it something that needs to be argued and is critical to your job performance? Or, is it one-time incident where emotions have gotten a little out of hand. If the issue is important, try and turn the conflict into something constructive rather than personal. If it is trivial and insignificant, treat is as such and move on.
After composing and distributing the anti-discrimination policy, a company can continue their efforts to prevent racism from entering their workplace by conducting compliance training sessions throughout the year. Every quarter, the company should use compliance training materials to present to their employees the company's policies and regulations concerning discrimination.
All instances of sexual harassment should be reported immediately to managers, and to the, manager's superiors if it is the manager who is participating in the unwelcomed acts. One should never be afraid of reporting sexual harassment at work because reporting such instances is the number one crucial step for all who have been victimized by sexual harassment in the work place.
One of the most important things to do when trying to resolve conflicts at work is to listen. Sometimes people just need to talk and to be heard. Listening intently to the other person will help you understand their true feelings and position and will give you time to formulate a calm and fair response. Never interrupt another person, but rather let them express what they are feeling. You will foster much respect in your relationship with others by being one who listens respectfully to their concerns.
In addition to hiring the right people who are willing to work together no matter what the race or creed of their coworkers, a company can promote a racism free work environment by promoting based on performance alone. These are just a few ways in which companies can take a proactive step in preventing racism from entering their workplace.
Prevention
When a company ensures that they are doing all they can to prevent racism from entering their place of work, they will be able to protect their employees, keep their employees safe from the humiliating impacts of racism, and provide a positive work environment where businesses and individuals can succeed. But how can a company, whether big or small, ensure that they are doing all they can to prevent racism in the workplace?
For these people, it is vitally important that they understand completely what actions and steps they should take to protect themselves and others from sexual harassment in the work place. And the very first step in dealing with sexual harassment at work is to not ignore the harassing actions of others.
An important thing to consider when a conflict ensues is how important the issue really is. Is it something that needs to be argued and is critical to your job performance? Or, is it one-time incident where emotions have gotten a little out of hand. If the issue is important, try and turn the conflict into something constructive rather than personal. If it is trivial and insignificant, treat is as such and move on.
After composing and distributing the anti-discrimination policy, a company can continue their efforts to prevent racism from entering their workplace by conducting compliance training sessions throughout the year. Every quarter, the company should use compliance training materials to present to their employees the company's policies and regulations concerning discrimination.
All instances of sexual harassment should be reported immediately to managers, and to the, manager's superiors if it is the manager who is participating in the unwelcomed acts. One should never be afraid of reporting sexual harassment at work because reporting such instances is the number one crucial step for all who have been victimized by sexual harassment in the work place.
One of the most important things to do when trying to resolve conflicts at work is to listen. Sometimes people just need to talk and to be heard. Listening intently to the other person will help you understand their true feelings and position and will give you time to formulate a calm and fair response. Never interrupt another person, but rather let them express what they are feeling. You will foster much respect in your relationship with others by being one who listens respectfully to their concerns.
In addition to hiring the right people who are willing to work together no matter what the race or creed of their coworkers, a company can promote a racism free work environment by promoting based on performance alone. These are just a few ways in which companies can take a proactive step in preventing racism from entering their workplace.
About the Author:
Founded in 1999, WeComply is an industry leader in providing online and offline compliance training . We are committed to providing best-of-breed compliance training content, technology and customer service. Our commitment has put us at the leading edge of the e-learning industry - earning WeComply a roster of top-flight clients and partners.
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