Ghana Employers' Association

What Employers can do to prevent sexual harassment at the work place

October 24, 2019 Uncategorized 0

Employers play a vital role in preventing sexual nuisance in the workplace. It is the legal responsibility of a company to see to it that its workers are safe from any unwanted sexual conduct at work. If permitted to take place, this will certainly not only mean negative business sense; it could also result in poor worker morale, poor efficiency, and litigation.


By legal classification, sexual harassment is actually “any unwanted sexual conduct or advance at work that creates a daunting, aggressive, or unpleasant working environment.” In the office, the employer-employee connection is usually vulnerable, while a sexually-related issue takes place. In some instances, the harasser could possibly be the victim’s superior; in other cases, an employer can also be responsible for nuisance by a non-employee, with respect to the conditions.


As an employer, you can take the following appropriate steps to cut down the potential risk of such harassment taking place in your workplace.


  1. Put into action a specific policy upon sexual-related harassment.

You need to draft principles and policies about harassment at work. The particular policy, which needs to be in the employees’ manual, should retain the following:

  • The meaning of sexual harassment
  • Say that you won’t endure harassment
  • Point out that wrongdoers will certainly be penalized
  • Point out the process for submitting a complaint
  • All issues will certainly be fully investigated
  • Point out that retaliation against complainants won’t be accepted or allowed


  1. Carry out prevention coaching among workers.

Prevention coaching should be carried out once a year to educate workers and employees about sexual harassment, to describe the legal rights to them, and also to motivate them to file or report a complaint.


  1. Give individual education for managers and supervisors.

Managers and office supervisors should also take coaching sessions to know the particular nature of the issue, the legal rights of a person, and to understand how to cope with complaints.


  1. Keep an eye on the place of work

Mix with your workers. Try to socialize and get friendly with them. Ask for feedback and recommendations. Ask professionals and supervisors what’s going on. Maintain conversation with your workers.


  1. Consider all the complaints.

In case you receive a complaint, check out immediately. When the complaint ends up legitimate, you have to act quickly and efficiently according to policies formulated on sexual harassment .

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