Click here for a full transcript of the episode.

In this episode of The JoyPowered® Workspace Podcast, hosts JoDee Curtis and Susan White explore workplace harassment from both the employee and employer perspectives. They discuss what harassment can look like, why employees may hesitate to report concerns, and the responsibility everyone in an organization shares for creating a safe, respectful workplace.

The conversation also walks through how employees can raise concerns and how employers should respond when an allegation is made, from documenting the facts and preventing retaliation to conducting a thorough, objective investigation and communicating the outcome appropriately. JoDee Curtis and Susan White also discuss workplace relationships, harassment involving customers or vendors, age-related comments, the importance of policies and training, and why organizations should take concerns seriously before they become larger cultural, legal, or reputational problems.

Key Takeaways

• Recognize that harassment can take many forms. Harassment can involve verbal, visual, or physical conduct, including hostile acts, slurs, stereotypes, threats, inappropriate jokes, sexual advances, and other unwelcome behavior. Pay attention to how conduct affects others, even when harm wasn’t intended.
• Create a culture where employees feel comfortable speaking up. Fear of retaliation, uncertainty about whether conduct qualifies as harassment, and concern about the consequences can keep employees and witnesses from reporting problems. Clear reporting processes and supportive leadership can make it easier to raise concerns early.
• Remember that preventing harassment is everyone’s responsibility. Leaders, managers, HR professionals, employees, and coworkers can all help create a respectful workplace. Employees who witness concerning behavior can play an important role by speaking up or reporting what they observe.
• Take every concern seriously and prevent retaliation. Once a potential harassment issue is raised, employers should respond thoughtfully and make it clear that retaliation will not be tolerated. Be especially careful about changes to the complainant’s responsibilities, location, schedule, or other working conditions while an investigation is underway.
• Conduct investigations objectively and thoroughly. Gather specific facts from the complainant, interview relevant witnesses, speak with the accused, and review available documentation or other evidence. An impartial HR professional, consultant, or attorney may be appropriate when greater objectivity is needed.
• Focus on facts during interviews. Start with broad, open-ended questions and avoid leading witnesses toward a particular answer. Look for specific behaviors, dates, locations, witnesses, documents, and other details that can help corroborate what occurred.
• Protect privacy throughout the process. Share information on a need-to-know basis and communicate investigation outcomes carefully. Employees who report concerns should understand how the matter was addressed, while disciplinary or other confidential details may need to remain private.
• Use policies and training to set expectations before problems arise. A strong harassment policy should explain prohibited behavior, how employees can report concerns, and what they can expect after making a report. Regular training can reinforce expectations and give employees the confidence to recognize and address inappropriate conduct.
• Consider the broader impact of workplace culture. Harassment can affect employee trust and retention as well as an organization’s finances and reputation. Addressing inappropriate behavior early helps organizations build safer, more respectful, and more JoyPowered® workplaces.

Quote of the Episode

“We’re helping people by reporting it in the beginning, even if it’s an awkward situation.” – JoDee Curtis

Mentioned in This Episode:

• Purple Ink
• Susan Tinder White Consulting
• JoyPowered®: Intentionally Creating an Inspired Workspace by JoDee Curtis
• Fox News Spent $50 Million on Harassment Claims in a Year, Proving That Enabling Sexual Harassers Is a Bad Business Move – Slate, August 2017
• The HR Indiana Conference
• Anucha Browne
• Uber
• Reflecting on One Very, Very Strange Year at Uber – Susan Fowler, February 2017
• Fox News
• Form I-9