
Be Part of the Ultimate Safety & Compliance Community
Trending news, knowledge-building content, and more – all personalized to you!
The Equal Employment Opportunity Commission (EEOC) has identified four risk factors for workplace sexual harassment and suggested strategies for responding to them:
Why it’s risky: This risk factor is indicated by what the EEOC calls a “rough and tumble” workplace culture, usually dominated by employees of a single sex. Crude, raunchy, or demeaning remarks, jokes, or banter are common. Abusive remarks or humor may promote workplace norms that devalue certain types of individuals. Some employees may be singled out and viewed as weak and are susceptible to abuse.
Prevention strategy:
Why it’s risky: Employees in their first or second jobs may be less aware of laws and workplace norms. Young employees may lack the self-confidence to resist unwelcome overtures or challenge conduct that makes them uncomfortable and might be more susceptible to being taken advantage of by coworkers or superiors, particularly those who may be older and more established in their positions. Young employees might also be more likely to engage in harassment because they lack the maturity to understand or care about consequences.
Prevention strategy:
Why it’s risky: Employees work alone or have few opportunities to interact with others, giving harassers easy access to their targets. Often there are no witnesses when harassment occurs.
Prevention strategy:
Why it’s risky: Because corporate offices are far removed physically and/or organizationally from front-line employees or first-line supervisors, managers may feel (or may actually be) unaccountable for their behavior and may act outside the bounds of workplace rules. Managers may be unaware of how to address harassment issues and may be reluctant to call headquarters for direction.
Prevention strategy:
The Equal Employment Opportunity Commission (EEOC) has identified four risk factors for workplace sexual harassment and suggested strategies for responding to them:
Why it’s risky: This risk factor is indicated by what the EEOC calls a “rough and tumble” workplace culture, usually dominated by employees of a single sex. Crude, raunchy, or demeaning remarks, jokes, or banter are common. Abusive remarks or humor may promote workplace norms that devalue certain types of individuals. Some employees may be singled out and viewed as weak and are susceptible to abuse.
Prevention strategy:
Why it’s risky: Employees in their first or second jobs may be less aware of laws and workplace norms. Young employees may lack the self-confidence to resist unwelcome overtures or challenge conduct that makes them uncomfortable and might be more susceptible to being taken advantage of by coworkers or superiors, particularly those who may be older and more established in their positions. Young employees might also be more likely to engage in harassment because they lack the maturity to understand or care about consequences.
Prevention strategy:
Why it’s risky: Employees work alone or have few opportunities to interact with others, giving harassers easy access to their targets. Often there are no witnesses when harassment occurs.
Prevention strategy:
Why it’s risky: Because corporate offices are far removed physically and/or organizationally from front-line employees or first-line supervisors, managers may feel (or may actually be) unaccountable for their behavior and may act outside the bounds of workplace rules. Managers may be unaware of how to address harassment issues and may be reluctant to call headquarters for direction.
Prevention strategy: