A Strong Sexual Harassment Policy Is Crucial For Your Security Firm

Security firms are all about protection, and at the best firms, that mission applies to employees as well as clients. A key part of fulfilling that promise is a strong sexual harassment policy and program.

It can be tempting to think of this as just another regulatory box to check, but such programs can also help build a strong culture of support and respect in the workplace. “Whenever employees see that their employers take these issues seriously, it helps to build a culture of understanding and openness where employees can feel free to talk about their legitimate grievances and concerns about serious workplace issues,” says Francis Boustany of consulting firm HR Solutions.

Here’s how to create a sexual harassment program that will help your employees feel safe and respected.

Establish a Sexual Harassment Policy

A strong sexual harassment policy includes 1) A statement that outlines your zero-tolerance stance against it; 2) A description of what unlawful actions might include; 3) An outline of the procedures employees should follow if they want to file a report; 4) A commitment from the employer to investigate complaints promptly; and 5) a statement of protection against retaliation.

Growing companies in particular can benefit from making a sexual harassment policy a priority, Boustany says. You may have been so focused on growing your business that you haven’t taken the time to create and share important HR policies and they may have fallen by the wayside, he says. Look into the laws that cover you and your locations, as different jurisdictions may have different regulations.  If you have locations in multiple cities or states, it’s best to adopt the highest training standard for the entire workforce.

Communicate and Train

Once you have a policy in place, share it with your employees in a systematic way, which means both covering it during onboarding and reinforcing that message in regular reminders. Don’t forget to include a copy of the policy and reporting actions in your employee handbook.

You should also set aside time to train everyone on what sexual harassment is and how to prevent it. Boustany recommends one broad presentation for all employees at the organization and then a specific training for managers and supervisors. “Supervisors have more duties than non-supervisory employees in terms of noticing and stopping harassment,” Boustany says. In addition, the company is likely exposed to more liability if a supervisor does not comply with the law.

Build a Culture of Respect

When done correctly, the work you put into a strong anti-harassment policy and training will end up being more than just an HR requirement. An anti-harassment policy can serve as an anchor for a broader company culture that is committed to respect in the workplace, Boustany says. “It creates an environment where there’s a culture that doesn’t accept harassment, there’s an avenue to go through and have it addressed, and that helps employees emotionally.”

To build a broader culture of respect, ensure supervisors understand their role in preventing harassment and that they must take it seriously. Consider an employee survey to determine whether they feel the company has a culture of respect. And if a sexual harassment accusation does come up, following your policy to the letter will prove your commitment to respect in the workplace.

Having a policy in place up front can save you a lot on the back end, Boustany says. While your business is focused on protection, don’t forget to protect your employees and your business with a strong anti-sexual-harassment program.

What kinds of policies and training have you implemented to promote a culture of respect among your workers?  Have your policies ever helped your firm deal with a case of sexual harassment?  Please feel free to leave your comments below.

 

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By Courtney Sparkman

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