The purpose of the proposed anti-harassment policy
This organization exists to achieve its goals through actively engaging any interested and qualified parties. Harassment of any form is contrary to the values of this organization. All members of this organization should be able exploit their potential without intimidation and harassment. This policy aims at addressing harassments based on race, religion, age, gender/sex, ancestry, country of origin and disability.
How would the policy be beneficial for the CEO?
Employee harassment exposes them to illnesses such as ulcers, headaches, tension, insomnia, depression and others. In broader sense, harassment affects employee morale and lead to lowered productivity of the company. The company also loses money to compensation for harassed employees who seek legal redress. Implementing anti-harassment policy is the only way to eliminate such work place vices. It therefore means a harassment free work environment.
What is in anti-harassment policy for CEOs?
According to Workplace Bullying Institute scientific surveys of 2007 and 2010, over 35% (approximately 54 million) of adult American workforce faced unreported cases of harassment at work place per year. Another 15% were demoralized by the harassment they witness at work place.The CEOs should be aware that a complaint free environment does not mean that employees don’t face harassment at work place. Some employees may be afraid of job loss or retaliation in case they report harassments. It should therefore be mandatory for CEOs to have anti-harassment policy with or without complains at workplace.
The CEOs must also note the negative impacts of harassment to both the employees and the company. Such may include drop in performances, illness and compensation cost on harassment cases. The policy educates management and employees on harassment. It therefore minimizes problems associated with work place harassment. It helps supervisors and managers to recognize their harassing behaviors while it gives the harassed employees the right channel to make their complaints known to the company. Of importance is the fact that employers should be aware that they are responsible for the harassing behaviors of their managers and supervisors. It should therefore be upon them to have anti-harassment policy in place.
Importance of the anti-harassment policy
Once anti-harassment policy is in place, it puts an end to work place harassment through education and sensitization. Harassment at work place violates Title VII of Civil Rights Act of 1964 plus several other Federal Authority Acts. Anti-harassment policy puts an end to sexual harassment at work place. It also protects employees from behaviors which demean, embarrass and humiliate them.
Communication and presentation of anti-harassment policy by the CEO
Upon formulation, the CEO and his support team should take the initiative of communicating and circulating the anti-harassment policy to all the current and new employees and management. This can be done through;
- Information sessions and staff orientation programmes.
- During the management staff meetings, the CEO can pass the policy to managers who in turn trickle it down to the rest of the employees.
- The company can also employ use of memos or e-mails to sensitize and educate employees on the policy.
- Information about the anti-harassment policy can also be included on the pay slips.
- Films and videos can also be used.
- The CEO can also employ effective use of posters to educate and pass any relevant information about work place harassment.
- Use of brochures containing the anti-harassment policy can also be employed.
- Through training sessions, CEOs can pass anti-harassment policies to the employees and managers of their companies.