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The last step is enforcement of the policy, when all this is done then the policies will help safeguard the employees and at the same time reducing on company liabilities since there will be few cases to handle.
Who should be responsible?
Most companies have handed over the responsibility of protecting employees against sexual harassment to the employees themselves claiming that it is them who allow it to happen. Similarly, many individuals have raised the same argument and made recommendations supporting such a move. This should not be the case and is actually one of the factors that have led to the widespread of this vice. Matters are made worse when individuals are given the task of collecting evidence whenever the report such cases to be investigated. Even though this is supported by many, I feel it is inappropriate since individuals have weaknesses that will lead to inefficiency in handling such cases. Whenever a company takes over a sexual harassment case to handle then nothing will deter them since the company cannot be frustrated in any way by the harasser, this is not true with the individual who in most cases is a junior to the harasser and may fear facing serious retaliation from the offender. Companies should come up with a system that allows them to investigate and collect evidence concerning any case of sexual harassment that has been raised so that the complainant is not put to task to do this, this will ensure that such...
The company should also go further and implement training programs for employees in connection with sexual harassment prevention which will help them know the right way of escaping such traps.
Conclusion
Sexual harassment is a case that is not preserved to a particular group of individuals but can affect everyone within the workplace both senior and junior staffs can either be victims or offenders. It is therefore important that every management gives special attention to this issue and come up with appropriate policies in fact; it should never be treated as general harassment since it has its own complexities.
References
Equal Opportunity Employment Commission. (2002). Facts about sexual harassment. Retrieved March 2, 2010 from http://www.eeoc.gov/facts/fs-sex.html
Meloy, J.R. (1998). The psychology of stalking: Clinical and Forensic Perspectives. New York:
Academic Press.
Mullen, P.E., et al. (1999). A study of stalkers. American Journal of Psychiatry, 156 Prekel, Truida (2001). Sexual Harassment: Causes, Consequences and Cures, Retrieved March 2,
2010. From http://www.capegateway.gov.za/eng/pubs/guides/S/63925/
Retrieved March 2, 2010. From http://www.sciencedaily.com/releases/2009/08/090810025247.htm
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