The recent news has been filled with stories of workplace harassment and assault allegations surrounding prominent figures from politics, business and the media. Many of the allegations that have recently come forth are historical in nature which highlights the serious issues that surround the reporting and handling of harassment incidents. Common threads among the stories we are reading are that the existence of power differentials and a lack of perceived or real support are key ingredients that create a culture of silence within organizations.
As there will always be power differentials within organizations, what can corporate boards, leadership and HR do to keep inappropriate behavior out of their workplace? How can employers empower its employees to report misconduct (in any form) so they can protect its employees and their organization from such scandal?
Some things to consider:
- How confident are you that your employees feel supported by management and HR and that a report of ANYONE’s misconduct will be taken seriously?
- How confident are you that employees understand their options for reporting such incidents?
- How confident are you that nothing inappropriate is occurring within your organization?
If you have ANY uncertainty while answering the above questions, then I urge you to carefully consider your areas of vulnerability and begin internal dialogue about your organizational needs.
Whatever your need, National EAP is here to assist you in ensuring a safe and harassment free workplace for ALL employees. Our trained clinicians are available to provide confidential counseling to victims of harassment and to deliver recidivism reduction interventions to perpetrators.
In the wise words of Francois-Marie Arouet aka Voltaire:
“With Great Power Comes Great Responsibility”