April is Sexual Assault Awareness Month, and your workplace must be safe for employees, vendors and customers. Make time this month to refresh your understanding of sexual harassment as you prevent sexual assault and create a safe work environment.
Define sexual harassment
Sexual harassment includes any unwanted sexual advances such as offering a work benefit in exchange for sexual favors, inappropriate touching, unwelcome or intimidating behavior, offensive jokes, and inappropriate decor. Federal and state laws prohibit any form of sexual harassment.
Know your role
As an employer, you are responsible for preventing sexual harassment and creating a safe work environment for all employees. A harassment-free workplace improves morale and productivity and reduces liability.
Write a clear anti-harassment policy
Your employee handbook should include a comprehensive anti-harassment policy that outlines:
- The definition of sexual harassment
- Your zero-tolerance policy
- Reporting procedures
- Investigation process
- Disciplinary action
- Anti-retaliation details
Consult your attorney to ensure the policy meets or exceeds federal and state requirements and covers all your bases.
Conduct frequent training sessions
Schedule annual or more frequent training to ensure employees understand the definition of sexual harassment, your company's official policy, how to report it, and ways to prevent it. Trainings should be mandatory for all employees, including supervisors.
Ensure leadership complies with the zero-tolerance policy
Supervisors and managers must model appropriate behavior and follow your policy when handling complaints. Leaders set expectations and must be trusted to respond consistently and promptly.
Monitor employees
You can monitor email and other electronic communications and observe behavior to identify and stop inappropriate conduct. Encourage employees to report concerns and consider protections that reduce exposure, including appropriate insurance such as Assault and Battery Insurance when relevant.
Clarify the reporting procedure
Despite prevention efforts, harassment may occur, so clarify the reporting procedure and empower victims and witnesses to report improper actions. Employees should know who to contact, what information to share, and how to report harassment by a direct supervisor.
Define consequences
Every employee should know the consequences of sexual harassment and be confident that they will be applied consistently. To protect your organization, consider options such as Sexual Harassment Insurance (Workplace) or Sexual Harassment Defense Coverage to help manage legal costs and investigations.
Create a safe culture
Your company culture should reinforce your policies: no crude or offensive jokes, no inappropriate activities at after-work events, and no tolerance for improper actions. Consistent enforcement and visible leadership commitment make the policy effective.
To compare coverage options and next steps, talk to an agent.
Frequently Asked Questions
What counts as sexual harassment in the workplace?
Any unwelcome sexual conduct that affects employment, unreasonably interferes with work performance, or creates an intimidating or hostile work environment may be sexual harassment.
What should a strong anti-harassment policy include?
A strong policy defines prohibited behavior, explains reporting channels, describes the investigation and discipline process, and includes anti-retaliation protections.
How should employees report harassment?
Employees should follow your company’s reporting procedures, which typically include notifying a supervisor, human resources, or another designated contact and providing details about the incident.
Can an employer monitor employee communications to prevent harassment?
Employers may monitor workplace communications within legal limits to detect inappropriate behavior, but monitoring should be done in line with privacy laws and company policy.