Sexual harassment affects the competitive edge of a business entity by creating a distraction, high turnover, and delayed processes in the workplace. At the new health and fitness facility, we are committed to providing a safe and comfortable environment for all employees and customers. Therefore we shall fight to maintain a workplace free of sexual harassment and will not tolerate any form of inappropriate behavior or comments that may be classified as sexual harassment. The company policy defines sexual harassment as any unwelcome or unwanted sexual advances, remarks, gestures, physical contact, or other verbal or physical conduct of a sexual nature (Kirillova, 2020). Therefore, all employees must act professionally and treat each other respectfully. Any behavior considered offensive or inappropriate should be reported immediately to management. We shall ensure to investigate any reports of sexual harassment and take appropriate disciplinary action, leading to immediate termination.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, physical, or visual conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment;
- Submission or rejection of such conduct is used as a basis for the employment decision.
- Such behavior has the purpose or effect of creating an intimidating, hostile, or offensive work environment (Kirillova, 2020).
Examples of sexual harassment include but are not limited to:
- Unwelcome sexual flirtations, advances, or propositions of verbal or physical conduct of a sexual nature, including the display of sexually explicit objects or pictures.
- Verbal or physical conduct that denigrates or shows hostility and aversion toward an individual due to their gender (Kirillova, 2020).
The health and fitness facility will provide mandatory training on sexual harassment and educate employees on appropriate workplace behavior. We expect all employees to abide by these policies and to conduct themselves with dignity and respect (Kirillova, 2020). The foundations of our policy enforcement will focus on training, workshops, seminars, dissemination of literature, and verbal explanation of what sexual harassment entails. The reason is that when training employees on the sexual harassment policy, it is crucial to ensure that they understand the policies and their responsibilities (Kirillova, 2020). Therefore, I will provide a detailed overview of the sexual harassment policy and explain the consequences of any violation. I will also discuss appropriate behavior in the workplace and provide examples of what constitutes sexual harassment. This factor will ensure that all employees know the expectations and consequences of sexual harassment in the workplace.
As the company manager, I will provide additional training and resources to ensure that employees understand and comply with the policy. For example, I will make available resources such as videos, e-books, and other materials that can give more information about sexual harassment. Furthermore, I will require employees to attend seminars and workshops about the policy. This training will ensure that employees thoroughly understand the regulations and associated consequences. The company will have a zero-tolerance attitude when enforcing the policy. This warning indicates that any violation will be met with swift and appropriate disciplinary action (Kirillova, 2020). I will also ensure that employees have a clear avenue to report any incidents of sexual harassment. I will take these reports seriously and investigate them thoroughly. By taking a proactive approach to enforcing the policy, I can ensure that all employees feel safe in the workplace to maximize productivity and profitability.
Reference
Kirillova, L. S. (2020). Sexual harassment in the workplace and legal methods to protect employees. Utopía y Praxis Latinoamericana, 25(12), 143-149. Web.