If a workplace has become toxic by enabling sexual harassment to thrive, fixing it will require heavy lifting on the part of the whole organization.
A toxic workplace is not (usually) created from one bad incident or one botched sexual harassment investigation. A toxic work environment is generated over time. Inappropriate behaviours are pervasive, and leadership has not stepped up to stamp it out.
Let’s highlight four signs of a toxic workplace, and review three key ways to restore your workplace culture and prevent future incidents of harassment.
4 signs of a toxic workplace
1️⃣ High volume of complaints – or none at all
Lots of sexual harassment complaints and investigations going on? Litigation based on harassment? That’s an obvious indicator of a problem.
Conversely, if harassment is suspected, but there have been no complaints at all, perhaps your reporting procedures are not accessible or clear. Or people might fear reprisal if they report harassment.
2️⃣ High employee attrition rate.
If there is a higher than usual number of people quitting or being fired, that could be a sign of something more going on. What does the data (including exit interviews) show?
Is there a particular team member who is connected to those who are leaving?
3️⃣ What’s the word?
Is the “word on the street” is that sexual misconduct goes unchecked at your company?
If a company’s “bad reputation” for sexual harassment reaches public forums like social media or shareholder meetings, swift action is required.
Not all rumours are true — but ensure that allegations (even anonymous tips) are investigated.
3 Ways to Fix a Toxic Workplace
Ideally, organizations take proactive steps to avoid a culture of toxicity. There are ways to reverse the damage. It’s never too late to de-toxify!
1️⃣ Anti-Harassment Policies
A good policy is drafted in a way that people can understand. It should be highlighted in onboarding, and accessible.
Policies should speak to:
Who do you go to when you need to file a complaint?
What happens in an investigation?
What if I witness harassment of someone else?
2️⃣ Training
Addressing harassment issues should not be isolated to the one day or hour when anti-harassment training is scheduled. Integrate discussion about sexual harassment with other topics.
If the topic is customer service training, for example, include a discussion about harassment from customers or other third parties
eLearning ensures the messaging is consistent, and report completion data proves compliance.
3️⃣ Robust Investigations & Reporting
You must have an easy way for incidents of sexual harassment to be reported and investigated. New software can manage complaint intake, organize the investigation, even generate reports.
Ensure that people know where to bring a complaint, and what the procedures are. Document the procedure where the harasser is the person who screens complaints. How do you determine when an external investigator is more appropriate?
