Use harassment issue to educate

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It was bound to happen. Sexual harassment was an issue waiting for a spark. In the Anita Hill vs. Judge Thomas issue, that spark has set off a fire-storm of debate in every workplace in America. This consciousness-raising has done more for educating employees about this issue than a week-long seminar could have ever done-that is, if you could have gotten anyone to attend it.

It's not surprising that fears and emotions are running high at work. Women (and men) are recalling their own encounters with sexual harassment at the hands of former bosses and co-workers. They are coming out of the closet about how it feels to be sexually compromised and cornered at work.

Some men are worried. Others are defensive. "If I hold a door open for someone or tell someone they look nice today, does that mean I could be charged with sexual harassment?" a manager asked. Another said, "I'm really going to watch what I say around women from now on. I'm not going to risk my career because some woman takes a joke personally."

Women are worried, too. They've worked for years to be treated equitably in the workplace and some fear a backlash. "I've never come forward and voiced a complaint because I was afraid my career would come to a grinding halt," one supervisor said about a situation in her former position. "Watching the way people are reacting around here to this Thomas situation has me convinced I was right."

As the situation unfolded, some people expressed relief that the issue was finally coming to light and people were getting a much-needed education. But others expressed concern that it will drive a deeper wedge between the sexes at work. One woman said, "I think the glass ceiling that separates women from upper level positions is going to turn into concrete before this is all over. If the executives felt a woman in their midst cramped their style before, this will convince them that women can't be trusted to fit in." Another said, "I'm worried that males will think twice before mentoring younger females..."

So how can any good come of all this? If companies are smart, they should use this situation to full advantage. The issue is hot and their employees want to know where they stand. Here are some ideas:

·        Focus groups can be held to discuss the issue with trained legal and human resources staff.

·        A detailed booklet on the subject - or at least an article in the corporate newsletter - should describe what could be considered sexual harassment.

·        Training sessions for employees can be provided.

·        Publish and discuss the process your company will take to handle all sexual harassment charges. Make sure employees can go around their supervisors and complain to an impartial third party (since the perpetrator could be the boss).

·        Appoint an impartial male and female team to investigate complaints between the sexes.

·        Take all claims seriously and quickly initiate a thorough investigation.

·        Make certain employees know the consequences of ignoring the company's position on sexual harassment and deal with all offenders equally - whether they are executives or janitors; men or women.

·        Re-examine the company's position on office romance. Although you can't control the social lives of employees, a boss - employee relationship could put your company in jeopardy.

·        Promote men and women who treat colleagues with respect and professionalism and demote, discipline or fire those who do not- no matter how technically proficient they are.

·        Tell employees that the company will not allow nude or sexually suggestive pictures or graffiti anywhere in the company. Educate people about the potential problems that could be caused by desk and wall signs that are meant to be funny but could be offensive because of sexually degrading words.

The discussion is healthy and finally out on the table in full view. After the stories are told and opinions are aired, I hope common sense prevails. Your company can go a long way in making sure that happens.

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