Checklist: 14 questions every business must answer about its sexual harassment policies

Now, more than ever, you should be rethinking your policies and support procedures for staff.

Andrew Brooks 01 April, 2021

sexual-harassment-policies — Source: bigdodzy/Unsplash

Sexual harassment needs to be seriously considered by each business, adopting a tailored approach that genuinely tackles the risks.

All businesses should consider the below questions when creating a tailored approach.

Do we have an anti-discrimination, sexual harassment and discrimination policy in place? If yes, has it been reviewed in the past 24 months?
Do we have a complaints process in the above policy that sets out who can make a complaint, who a complaint can be made to, and what happens after a complaint is received?
Does our policy set out where an employee can go to receive additional support (whether that be internal or external, such as an EAP service)?
Do we provide this policy to our employees during their induction?
Do we run yearly training to our employees on inappropriate behaviours in the workplace (including sexual harassment, bullying and discrimination) and how to handle complaints?
Do we run yearly bystander training to our employees?
Did our leadership team (including the board and senior management) attend the above training sessions?
Do we provide support to employees that experience inappropriate behaviours in the workplace, and check-in with them regularly to ensure that they are OK?
Do we monitor teams that receive a complaint to ensure that complainants are not victimised for coming forward (in relation to promotions, redundancies and disciplinary action)?
Do we keep a proper paper trail of all complaints and concerns, and keep them in a secure and confidential location that only specific people can access?
Do we ensure that complaints are only known by a limited number of individuals, being those that actually need to know about them?
Do we review our policies and procedures after every complaint to ensure that they are regularly tested and improved?
Do we consider sexual harassment as part of our OHS processes?
Do we survey our employees on an annual basis to receive anonymous feedback on safety issues (including sexual harassment)?