Michael Saltzstein Discusses HR’s Role in Stopping Harassment

Workplace harassment is a serious concern for any HR team, and Michael Saltzstein has seen many HR departments place strict sanctions against it. Even a single major scandal could be catastrophic to a company’s image and completely goes against HR’s role in helping to protect employees. With more sexual harassment cases coming to light, coming from companies large and small, the social climate requires HR departments to take a more active role in identifying and halting such instances.

Standing Against Harassment

HR departments must make a public, clear stance against it. This doesn’t just mean drawing up guidelines and restrictions in employee handbooks. It also means taking active measures to ensure that employees understand what sexual harassment is and why it should not tolerated in the workplace.

Michael Saltzstein has seen that HR departments must implement programs teaching employees to identify these situations. And beyond just identifying these situations, employees should also understand what specific behaviors are deemed inappropriate and unacceptable in a professional workplace setting.

Protecting Employees

If instances of sexual harassment occur, it’s up to HR to protect employees and the company against the legal risks and the potential massive damage to its reputation. It becomes complicated, as investigations are not always easy. In protecting the company and employees, HR must follow the correct procedures that prove that the act happened and who was responsible.

Michael Saltzstein has seen many HR departments implement a stringent zero-tolerance policy for sexual harassment. And there is even less tolerance for retaliation. HR departments also offer multiple channels for reporting instances of sexual harassment, which includes anonymous reporting. It allows employees to feel safer reporting these instances and providing evidence without fear of retaliation, especially if the culprit has power over them.

There’s still a long way to eliminate sexual harassment from workplaces. Michael Saltzstein feels, however, that HR departments are making good progress in educating employees and giving them opportunities to speak up without fear of losing their jobs.

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