The workplace is always changing. In just the last few years, increased employee mobility, expanded remote work opportunities, and Gen Z workers entering the workforce have transformed what the workplace looks like and how employees interact with one another and with clients and customers. One constant is that workplace harassment remains a significant problem. It’s never been more important for employers to understand the reality of workplace harassment now. Beyond legal liability, failing to address harassment can hurt an employer’s bottom line. It’s estimated that misconduct costs U.S. businesses $20 billion in rehiring costs alone.
In a recent survey by of employees across the country nearly one-half of the respondents (46%) said they had witnessed workplace harassment at either their current workplace or a prior employer. And nearly 24% said that they had been the target of harassment in the last five years. The survey results get more concerning when you look at Gen Z (born 1997 and later) — 52% of these workers reported witnessing harassment. This presents an alarming picture for employers who want to create safe work environments and improve recruitment among this generation, especially given that estimates that by 2030 Gen Z will represent approximately 30% of the U.S. workforce.
To address harassment as it impacts workers of different generations, employers need a comprehensive antiharassment program that includes a strong harassment prevention policy and regular training that educates and engages employees.
How Robust Policies Combat Harassment
The first step in addressing harassment is implementing a policy that says what harassment is, gives examples of what it looks like in the workplace and tells employees how to report potential harassment, without fear of retaliation. The policy should also note that the employer will conduct a prompt investigation of harassment complaints, keep the identity of people who report potential harassment confidential to the extent possible and take appropriate and prompt corrective action if it determines that harassment has occurred.
Employers and managers can’t be everywhere at once. A strong harassment policy that employees know about and understand gives employees the knowledge to avoid engaging in harassing behavior themselves, to spot it when they see others engaging in it, and to report it so that the organization can take steps to correct any ongoing misconduct and prevent its reoccurrence.
And, in a workforce made up of several generations, diverse perspectives, locations and cultures, a well-crafted harassment prevention policy can clear up misunderstandings across generations about what harassment is and what it looks like.
A strong harassment prevention policy can also promote inclusion and reduce the risk of conflicts stemming from generational or cultural differences by highlighting that all inappropriate, abusive or disrespectful conduct is prohibited, even if the conduct doesn’t rise to the level of unlawful harassment.
The Importance of Consistent Training
Training is essential to ensure that employees understand the harassment prevention policy. Even the best policy in the world won’t do any good if no one knows what it says. The trick is providing training that teaches employees what they need to know and that is also engaging and relevant to the employee’s work and the workplace.
Employee training has evolved tremendously. What was previously basic text-based formats are now dynamic, interactive virtual classrooms that immerse employees in realistic scenarios. Today’s online training can be customized to address specific company needs and reflect an employer’s particular workplace culture.
For an employee training program to be effective and relatable across generations, the program should include the following:
- Flexibility: Employees need to be able to complete the training at their own pace and in an environment where they feel most focused. This will result in the employees being more engaged and able to approach sensitive topics without the pressure of a traditional classroom setting.
- Active learning: Scenario-based learning that tells realistic stories promotes engagement. All employees, no matter their age, get more from training that shows situations that could come up in their day-to-day work life.
- Clear and uniform messaging: Through online training, employers can provide clear and uniform information about harassment prevention through customized content that reflects the language and culture of the organization. So, employees across the organization learn what they need to know through training that reflects their actual work environment.
For harassment prevention to be effective for workers of all generations, it cannot be simply a checklist; it must be integrated into the organization’s ethos, making it everyone’s responsibility. Particularly concerning workplace safety, there is no room for error. By prioritizing a comprehensive harassment prevention policy and effective online training, organizations can navigate the evolving harassment landscape while ensuring all their employees, no what generation they are in, are able to recognize harassment and report it when they see it.
