In the world of employment employers are responsible for keeping their employees safe from sexual harassment in the workplace. Therefore, human resource management is obligated to ensure each employee is trained and aware of the organization’s policies regarding sexual harassment. In order to understand how human resource management can help prevent sexual harassment in a work environment, it is important to know what is sexual harassment and how to protect our employees.
First, we will take a look at the meaning of sexual harassment and then the steps employers can take to protect or prevent such actions from happening in the workplace. According to authors Mathis, Jackson, & Valentine, “Sexual harassment is unwelcome verbal, visual or physical conduct of sexual nature that is severe …show more content…
As a result, HR must take into consideration the kind of environment it wishes to promote in the workplace. Therefore, if an organization’s culture encourages harassment, and the procedures and policies do not discourage harassment, it would be prudent for employer to reassess and resolve these practices before being held liable for sexual harassment charges due to lawsuits filed by employee/s (Mathis, Jackson, & Valentine, 2014, 2011). More importantly, to avoid all cost of liability of sexual harassment HR has to do the following: “Establish a sexual harassment policy, communicate the policy on a regular basis, train employees and managers on how to avoiding sexual harassment, promptly investigate and take action when complaints are voiced” (Mathis, Jackson, & Valentine, 2014, 2011) by potential victims. Nevertheless, effectively training employees and supervisors on how to prevent sexual harassment in the workplace, as well as, what constitutes such behavior will equipped them with the knowledge of how to handle this type of
First, we will take a look at the meaning of sexual harassment and then the steps employers can take to protect or prevent such actions from happening in the workplace. According to authors Mathis, Jackson, & Valentine, “Sexual harassment is unwelcome verbal, visual or physical conduct of sexual nature that is severe …show more content…
As a result, HR must take into consideration the kind of environment it wishes to promote in the workplace. Therefore, if an organization’s culture encourages harassment, and the procedures and policies do not discourage harassment, it would be prudent for employer to reassess and resolve these practices before being held liable for sexual harassment charges due to lawsuits filed by employee/s (Mathis, Jackson, & Valentine, 2014, 2011). More importantly, to avoid all cost of liability of sexual harassment HR has to do the following: “Establish a sexual harassment policy, communicate the policy on a regular basis, train employees and managers on how to avoiding sexual harassment, promptly investigate and take action when complaints are voiced” (Mathis, Jackson, & Valentine, 2014, 2011) by potential victims. Nevertheless, effectively training employees and supervisors on how to prevent sexual harassment in the workplace, as well as, what constitutes such behavior will equipped them with the knowledge of how to handle this type of