Managing homophobic harassment in the workplace
The underlying message of Pride Month is that discrimination and abuse in any form is wrong.
Harassment is when, on more than one occasion, a person behaves in an unwanted way towards another which is intended to or simply causes that person distress or alarm - and it happens every day in workplaces across the country.
In fact, more than one in three (36%) LGBT people have been harassed or bullied at work, according to research by the Trades Union Congress.
As well as causing upset or fear, unchecked harassment can hurts your business. It drives down productivity, ramps up absenteeism and can create a hostile work environment that makes it difficult to action tasks - often leading to a poor standard of work. It might also affect your ability to attract and retain the most talented workers.
It’s important to remember that employers have a legal responsibility to prevent bullying and harassment and they may be liable for any harassment suffered by their employees.
So, whatever the motivation behind it, whether it’s homophobia, transphobia, sexism, racism, ableism or something else, how can you prevent or respond to harassment in your workplace?
As an employer, you have a pivotal role to play in handling workplace allegations of harassment and discrimination. You have a duty to protect the safety and wellbeing of your employees but also to underpin productivity and create immutable boundaries that are not to be crossed.
By establishing clear policies, conducting thorough investigations, and supporting complainants through the process while you take appropriate corrective measures, employers can protect their workers and cultivate a positive work environment that is always improving.
Here at Wilkin Chapman, we help business owners and employers to create and implement essential procedures. Our Adapt HR services ensure that your business can nip harassment issues in the bud. Get in touch to learn more about our HR support services.
Contact Tom to discuss this further.
