Sexual harassment. Quick, what comes to mind when you hear those two words? Are you thinking of an authority figure - a boss - making unwanted sexual advances towards a subordinate employee? Well, it makes sense considering that’s the classic example of sexual harassment; unfortunately, it’s far from the only kind. And if your organization is only training employees to avoid the most obvious examples of harassment, then you might be open to real liability.
Let’s take a look at a recent lawsuit by two former employees against AutoNation,
as reported by jobmouse. It’s a great illustration of why you need to anticipate and educate your organization on the unexpected. In the lawsuit, two male employees allege they lost their jobs after resisting management’s efforts to pressure them to go to strip clubs and houses of prostitution. They also allege that co-workers made sexually-charged comments, jokes, and slurs. While the events described by the two employees fall outside popular culture’s typical portrayal of sexual harassment, they are no less serious than the iconic storyline of a sexually-aggressive boss using his position to try to seduce a subordinate.
It is critical for every organization to train employees on how to recognize and prevent sexual harassment – in all its forms. Training must be comprehensive and examine the wide range of activities that can constitute such harassment. In fact,
sexual harassment training should be part of a larger training program that educates employees on how to identify, address, and prevent
all types of workplace harassment.
In the end, a “zero-tolerance policy” on harassment, while great on paper, is only effective if employees truly understand all the behaviors that can be construed as harassing. Without proper training to impart that understanding, allegations of harassment - and potential lawsuits - are likely only a matter of time.