A company's sexual harassment policy should include:
- Your position on harassment - this is a clear statement that the company will not tolerate harassment and will take disciplinary action against anyone who's found guilty of such behaviour towards a colleague. A statement such as this should serve its purpose to a certain degree as a deterrent.
- Clear procedures for raising claims - firstly, employees must understand how they can raise concerns and the steps you'll take. Also, they should look to gather the sorts of evidence they believe harassment is taking place.
- The degree of support individuals will receive if a claim is made - for example, the right to union representation, HR representation, or any independent support or counselling services that employees may have access to.
- The possible consequences for the person accused of harassment - this covers what could happen if they're found guilty, but also for the person bringing the claim if this is indeed found to be malicious or not in good faith.
Remember that your employees need to be aware of your workplace harassment policy and understand what constitutes harassment to ensure compliance. If you do not, be prepared for severe financial and reputational consequences.