How do I deal with Sexual Harassment?

Victim Tactics:
  1. Tell the harasser to stop. Make it clear you don't welcome this behavior. You can say this in person or in a letter sent by registered mail. Keep copies of any written correspondence.
  2. Keep notes describing each incident, including date, time, place, what the harasser said or did, how you responded, who else might have heard or seen it and what you did at the time. Keep these notes at home. Also keep any gifts, notes or cartoons you've received from the harasser.
  3. Talk to others at work, even though it may be embarrassing. Be judicious about talking to your co-workers so you don't encourage gossip or possibly harmful actions by others. But you may find witnesses, allies or other victims of the harasser who will support you. It may be helpful to talk about the experience with friends and family as well.
  4. Follow grievance procedures outlined in your company's employee handbook if one exists. Talk to your supervisor, the harasser's supervisor, your union steward and any co-worker you think might be helpful. Remember, stopping sexual harassment is the responsibility of the employer as well as the harasser.
  5. Keep copies of your employment record at home. Harassers sometimes try to defend themselves by attacking their victims' job performance.
  6. Explore legal options and support groups. If other remedies fail, you may want to file a complaint. Look through the resource list for organizations that can help you.
Managerial Tactics:
  1. Model appropriate behavior. The manager should provide a good example of proper behavior for their subordinates.
  2. Educate employees. Managers need to inform their employees of the company's disciplinary action policy, conduct awareness training, organize formal and informal discussion sessions, and finally, make available information about resources within the organization for resolving harassment issues.
  3. Responses to complaints of sexual harassment:
    • First, investigate the complaint. Ask the following questions:
      • Was the violation intentional?
      • How severe was the harassment?
      • Were other individuals involved, either as harassers or victims?
      • Do others need to be consulted in the case?
      • Was aware the harasser aware of company policy>
      • Were other policies violated?
      • What was the involvement or knowledge of the immediate manager?
      • Have you used all appropriate levels of management and internal resources to resolve the problem?
      • What corrective action is appropriate?
    • Confront the harasser personally, through communicating specific behaviors from the person who filed the complaint, and formally document the situation and send copies to the harasser and the manager.
      • How cooperative was the harasser when confronted?
    • Resolve the problem.
    • Counsel all involved parties.
    • Finally, follow up on resolution (Are the agreements met? Was there retaliation?)
  4. Most importantly, the manager needs to document all complaints and the actions taken (Dates, times, places, individuals involved, conversations).