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Preventing and correcting workplace harassment: Guidelines for employers

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  • Becton, J. Bret
  • Gilstrap, J. Bruce
  • Forsyth, Maurice

Abstract

In recent years, the number of harassment claims filed with the EEOC has declined overall, but this fact masks a frightening reality: though claims involving some types of harassment have declined, claims for other types of harassment—especially nontraditional forms of harassment—have actually increased. Therefore it remains necessary for employers to maintain a current anti-harassment program, which should consist of the following elements: (1) a clear anti-harassment policy; (2) an explicit statement of prohibited behaviors that can be considered harassment; (3) a complaint procedure that encourages employees to come forward with harassment complaints; (4) protections for complainants and witnesses against retaliation; (5) an investigative strategy that protects privacy interests of both the alleged victim and the accused offender and ensures confidentiality to the extent possible; (6) periodic management training and employee awareness programs that continue to communicate the organization's position on this issue; and (7) measures and processes to ensure prompt corrective action to stop ongoing harassment, and appropriate remedial and disciplinary actions for offenders. In this article, we provide best practice recommendations concerning each of these elements.

Suggested Citation

  • Becton, J. Bret & Gilstrap, J. Bruce & Forsyth, Maurice, 2017. "Preventing and correcting workplace harassment: Guidelines for employers," Business Horizons, Elsevier, vol. 60(1), pages 101-111.
    • Handle: RePEc:eee:bushor:v:60:y:2017:i:1:p:101-111
    DOI: 10.1016/j.bushor.2016.09.005
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    References listed on IDEAS

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    1. Plump, Carolyn M., 2010. "Dealing with problem employees: A legal guide for employers," Business Horizons, Elsevier, vol. 53(6), pages 607-618, November.
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    Cited by:

    1. Bobek Vito & Maček Anita & Bradler Sarah & Horvat Tatjana, 2018. "How to Reduce Discrimination in the Workplace: The Case of Austria and Taiwan (R.O.C.)," Naše gospodarstvo/Our economy, Sciendo, vol. 64(3), pages 12-22, September.
    2. Tomoo Hidaka & Sei Sato & Shota Endo & Hideaki Kasuga & Yusuke Masuishi & Takeyasu Kakamu & Tetsuhito Fukushima, 2022. "The Systematic Workplace-Improvement Needs Generation (SWING): Verifying a Worker-Centred Tool for Identifying Necessary Workplace Improvements in a Nursing Home in Japan," IJERPH, MDPI, vol. 19(3), pages 1-17, February.
    3. Jose Perez-Larrazabal & Andrés Lopezdelallave & Gabiela Topa, 2019. "Organizational Tolerance for Workplace Harassment: Development and Validation of the POT Scale," Sustainability, MDPI, vol. 11(15), pages 1-13, July.
    4. Atwater, Leanne E. & Sturm, Rachel E. & Taylor, Scott N. & Tringale, Allison, 2021. "The era of #MeToo and what managers should do about it," Business Horizons, Elsevier, vol. 64(2), pages 307-318.

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