Why a harassment, or even better, a human rights policy, can help establish and maintain a civil, productive workplace.

"We have no need for a harassment policy. We don't have any problems"

No Problems? Perhaps not at the moment or at least none that you are aware of, but who knows what is going on in the office down the hall, or on the factory floor? Who knows what is going to happen next week?

Even if you are not interested in dealing with this increasingly significant workplace issue, by tomorrow you could very well have all sorts of problems:

But will a new and improved harassment policy prevent all of these problems?

If you implement the policy with the message that it is neither window dressing nor just another way to protect management, it can prevent  formal complaints going to the human rights commission. More importantly, a good policy establishes a problem solving approach to workplace conflicts.

If the policy is properly administered, it can help managers and staff resolve complaints quickly and to the satisfaction of all involved. A good policy can help prevent the disruption that comes with workers taking sides in divisive, highly contentious conflicts.

OK, we establish a good policy. What Now?


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