Safeguarding Employees: Identifying and Preventing Workplace Harassment

Hello Shielded Space,

Our topic today is on safeguarding employees at work. Creating a safe and respectful work environment is essential for the well-being and productivity of employees. It is crucial for Safeguarding Officers to identify and prevent workplace harassment to protect staff. In this blog post, we will explore the importance of recognizing and addressing workplace harassment, backed by statistics while providing actionable strategies for prevention.

The Prevalence of Workplace Harassment:

While researching this topic, I came across the following statistics:

In Nigeria, research findings have revealed a significant occurrence of sexual harassment. A study conducted within the legal sector reported a prevalence rate of 63.5 percent, while another study investigating various employment sectors in Lagos reported a prevalence rate of 73.7 percent, as cited in The Guardian. These studies highlight the persistence of workplace sexual harassment in Nigeria, indicating a concerning lack of sufficient measures to protect victims.

In the United States of America, from fiscal year 2018 to fiscal year 2021, the U.S. Equal Employment Opportunity Commission recorded a cumulative total of 98,411 charges related to various forms of harassment and 27,291 charges specifically pertaining to sexual harassment, as reported in April 2022.

The Trades Union Congress (TUC) in the United Kingdom reported that in a survey conducted among over 1,000 women, approximately 60% of women reported experiencing harassment in the workplace. This percentage increased to nearly 65% among women aged 25 to 34.

Types of Workplace Harassment:

a)   Verbal: Insults, derogatory remarks, offensive jokes, or comments based on gender, race, religion, or other protected characteristics.

b)    Physical: Unwanted touching, gestures, or invasion of personal space.

c)    Sexual: Unwelcome advances, requests for sexual favors, or explicit materials.

d)    Cyber: Harassment through emails, social media, or other digital platforms.

Recognizing Workplace Harassment:

Educating employees about the signs of workplace harassment is crucial for early detection. Common indicators may include:

a)       Negative work environment: A hostile or uncomfortable atmosphere where individuals feel intimidated or disrespected.

b)      Patterns of behaviour: Consistent negative comments, belittling, or exclusion targeted at specific individuals or groups.

c)   Emotional and behavioural changes: Unexplained absences, decreased productivity, increased stress, anxiety, or changes in behaviour.

d)      High turnover or absenteeism: Frequent resignations or increased absences within specific teams or departments.

Strategies for Prevention:

a)       Develop a comprehensive anti-harassment policy: Create a clear policy that defines workplace harassment, outlines reporting procedures, and emphasizes zero tolerance for such behaviour. If your organisation does not have this, it is your duty as a Safeguarding Officer to design and implement

b)      Provide regular training: Conduct mandatory training sessions to raise awareness about workplace harassment, promote respectful behaviour, and educate employees about reporting channels.

c)       Foster open communication: Create an environment where employees feel comfortable reporting incidents without fear of retaliation. Offer multiple reporting channels and ensure confidentiality.

d)      Investigate and address complaints promptly: Conduct thorough and impartial investigations when reports of harassment are made. Take appropriate disciplinary actions against perpetrators.

e)      Support victims and provide resources: Offer support services such as counselling, employee assistance programs, and access to legal guidance to help victims navigate the aftermath of harassment incidents.

In conclusion, recognizing and preventing workplace harassment is crucial for creating a safe and supportive work environment. From the statistics cited, we can understand the prevalence of this issue globally. Through proactive measures like awareness, policy implementation, training, and support services, we can safeguard our employees and promote a culture of respect and dignity in the workplace.