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Let’s be honest.

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Even after all the training, the
public outcry, the legal battles…

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sexual harassment is still a
very real workplace issue.

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How is this possible?

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Why are companies still handing out millions
of dollars in settlements each year?

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Enough’s enough!
Wouldn’t you agree?

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The real question should be,
what can we do to prevent it?

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As a leader in your
organization, you play a critical role

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in the elimination of sexual
harassment in your workplace.

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Anyone can be accused of harassment
or be the target of harassment.

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It’s imperative that you create a
culture that doesn’t tolerate harassment

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and to intervene to put an end
to disrespectful behavior.

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So, before we go any
farther, let's take a moment

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to review the definition
of sexual harassment.

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Sexual harassment is defined as...

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Unwelcome sexual advances, requests
for sexual favors, and other written,

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verbal or physical conduct of a sexual
nature constitute sexual harassment

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when this conduct explicitly or
implicitly affects an individual's employment,

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unreasonably interferes with an
individual's work performance,

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or creates an intimidating,
hostile, or offensive work environment.

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Sexual harassment is
illegal and is prohibited

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by Title VII of the Civil Rights Act of 1964.

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Sexual harassment can occur in
a variety of circumstances,

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including but not limited to the following:

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The target of sexual harassment as well
as the accused may be a woman or a man.

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The target does not have to
be of the opposite sex.

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The accused harasser can be the target's
supervisor, an agent of the employer,

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a supervisor in another area, a
co-worker, or even a non-employee.

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The target of harassment does not
have to be the person harassed

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but could be anyone affected
by the offensive conduct.

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Unlawful sexual harassment may occur

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without economic injury to
or discharge of the target.

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The accused’s conduct must
be unwelcome to the target

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as well as to a reasonable person.

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Sexual Harassment can
occur in one of two ways.

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The first is Quid Pro Quo sexual harassment.

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Quid Pro Quo means “something
for something,” or “this for that.”

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This form of harassment involves a
promise of a promotion, better benefits

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or a guarantee of continued
employment in return for a sexual favor

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or the threat of termination,
demotion, pay decrease,

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or other adverse employment action.

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Think of it this way… Quid Pro Quo
harassment typically occurs when a manager,

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supervisor or leader threatens a
subordinate with a negative consequence,

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or promises a positive benefit,
in exchange for a sexual favor.

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In other words, submitting to
sexual behavior becomes an expressed

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or implied condition of employment or is
used as a basis for employment decisions.

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Quid Pro Quo is really about an
imbalance of power between two people –

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such as a manager and a subordinate employee.

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The second way sexual harassment can occur
is when a hostile work environment is created.

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A hostile work environment exists when a person
is subjected to forms of harassment such as:

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Sexual advances, requests for sexual
favors, visual, verbal, or physical misconduct

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of a sexual nature, that’s unwelcome,
and that’s pervasive or severe enough

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to affect the target’s employment and
create an abusive working environment.

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Hostile environment harassment occurs
when the effect of the harassing behavior

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makes the work environment
unreasonably offensive or intimidating,

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or unreasonably interferes with the
target’s ability to do the job effectively.

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Harassing behavior that causes a
hostile environment can range from

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sexually suggestive jokes and
pictures to unwelcome physical contact.

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How can you prevent your behavior
from being taken as sexual harassment?

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It’s important that you are
self-aware of any personal behaviors

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or habits that could be
perceived as harassment.

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Watch the reactions of others to what
you say and do and change your behavior

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if you see or sense their
concern or discomfort with you.

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An employee may perceive and even
believe that you hold power over them and,

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therefore, feel he or she
must accept your behavior

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in order to keep their job or
advance within the organization.

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Never say or suggest that
any employment action

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depends on submission to sexual conduct.

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That should go without
saying, but it needs to be said

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because quid pro quo sexual
harassment continues to take place.

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Also, educate yourself
about sexual harassment.

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Your organization is taking
proactive steps to prevent

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and promptly correct any
behavior that has the potential

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to create a hostile work environment
 by showing you this program.

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You, as a leader of others, 
are a key part of

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preventing sexual
harassment in the workplace.

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So, how can you prevent sexual harassment
committed by others in your workplace?

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Prevention is the best tool to eliminate 
sexual harassment in the workplace.

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You are required to take
necessary steps to prevent

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sexual harassment from occurring.

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Here are some tips for how you can do that.

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Know and follow the organizations harassment
complaint policy and investigation guidelines.

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Make sure your team knows your
organization’s policies prohibiting

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sexual harassment and knows what to do if
they see it or become a target of it.

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Create an environment whereby targets
of sexual harassment are not afraid

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to come to you — or even go
above you to your management or

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Human Resources
department - to report behavior

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that has made them uncomfortable.

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Keep all avenues of complaint open.

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Set the example by NEVER engaging in
any behavior that might be considered

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sexual harassment – regardless
of how mild or welcome it may seem.

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Immediately act if there is a complaint

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OR when you see or hear of
inappropriate sexual behavior.

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Dealing effectively with
complaints of sexual harassment

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is one of the most important tasks you face.

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Document everything you are
told when hearing a complaint

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or conducting an initial investigation.

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Evaluate all evidence –
documents, texts, e‐mail, video, etc.

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Be sure complaints or reports of sexual
harassment or improper sexual behavior

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are given to the right
person in your organization

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who can investigate and handle them.

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Be prepared to issue discipline
for any inappropriate behavior

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based on the outcome of
investigations, consultation with your HR

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or legal department, and
per policy guidelines.

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You must take prompt and
effective disciplinary

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or corrective actions to stop the
behavior and prevent it from occurring again.

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Lastly, keep things confidential.

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It’s very important to
protect all parties involved

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as well as safeguard employees
from any kind of retaliation.

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Now, this doesn’t mean keeping a
report of sexual harassment so confidential

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that the right leaders in your organization

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 aren’t told about it and can’t handle it.

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Remember, you must take prompt
and effective disciplinary

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or corrective actions to stop the behavior
and prevent it from occurring again.

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Sometimes employees feel relieved by merely

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telling a leader about their problem.

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If an employee says 
“I don’t want you to tell anyone else

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or do anything about the harassment
I just told you about,”

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You need to know… 
That is a confidence you cannot keep.

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Calmly explain that you are
required to share some things

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with other leaders in the organization… 
and this is one of those things.

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The employee’s problem
must be addressed and resolved,

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not merely heard and then kept secret.

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As a manager, here are a
few steps you must take

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when it comes to sexual
harassment prevention in the workplace:

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Know your organization's
sexual harassment policy

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that explains prohibited workplace behavior.

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Be open to questions about it and
get help answering them, as needed.

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Educate all employees on
organizational policy -

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especially the complaint procedures.

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Reinforce training by discussing
examples of inappropriate workplace behavior,

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using HR or legal experts
in these discussions.

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If there is a policy violation, take
deliberate and decisive corrective action.

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Do not retaliate against
anyone who has made a complaint

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or participated in an investigation.

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So, what’s the bottom line here?

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Preventing sexual harassment is about
recognizing what's going on around us

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and being proactive about it.

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If you see or hear about the kinds of
situations that are sexually inappropriate

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don't just walk away or
laugh them off – address them!

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Preventing sexual harassment means
making sure that we're treating coworkers,

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customers, vendors - anyone we
deal with in the workplace -

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with absolute dignity and respect.

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Not just because it will
help us stay out of court…

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but because everyone deserves to work
in a place free of sexual harassment.