Shivaji Singh, Officer – Human Resources, at dishtv, Noida, has won himself a cool and funky Play TV watch and a Play TV day planer from the Essel Newsletter for his tips on how to address the issue of sexual harassment in the workplace.

The Essel Newsletter, on its Discussion Board, had sought tips from Essel associates on how companies can create awareness on sexual harassment and address the issue. In a work place, both men and women can become victims of sexual harassment. While some companies do have policies to deal with the issue, very few employees are actually aware of them and how to use them.  

Shivaji outlined a step-by-step procedure that companies can adopt to tackle the issue of sexual harassment - beginning from creating a policy to ways to communicate it to employees and thereafter enforcing the policy.

Here is what Shivaji had to suggest:

Despite widespread recognition of sexual harassment, businesses are still exhibiting a surprisingly cavalier attitude about the problem. Companies must take affirmative and effective steps both to prevent sexual harassment and, when it occurs, to intervene quickly. Keeping in mind about the sensitivity of this issue, I have tried out some points using which a company can address the issue.

ADDRESSING SEXUAL HARASSMENT
Company Policy: Companies that want to manage their risk prudently must act before a problem occurs. First, companies need a comprehensive, detailed written policy on sexual harassment. A basic policy should set forth the following: an express commitment to eradicate and prevent sexual harassment; a definition of sexual harassment including both quid pro quo and hostile work environment; an explanation of penalties (including termination, a detailed outline of the grievance procedure employees should use; additional resource or contact persons available for consultation; A black and white commitment to keep all sexual harassment complaints and personnel actions confidential. To help employees grasp the nature of sexual harassment, companies may want to provide their workers with examples of behaviour that they consider inappropriate. <br><br>

COMMUNICATE POLICY

Once a company develops a sexual harassment policy, it should circulate it widely. Companies should provide copies not only to newly hired employees, but also to current ones. In addition, companies should post copies throughout office and break areas, issue periodic memos about the policy, and hold informal and formal departmental meetings to discuss the to