Employees rely on the human resource department for support during rainy days. As a human resource manager, handling employee workplace issues as they arise is essential. This also applies to the arising types of workplace harassment. Understanding the forms of harassment is the first step to a more straightforward and quicker conflict resolution. Below are some of the common types of workplace harassment that you need to know.

1. Discriminatory harassment: This is the most common type of employee harassment in many organizations. Employees are discriminated against based on race, gender, nationality, physical attributes, sexuality, age, among others.
2. Personal harassment: When an employee feels intimidated and bullied in the workplace, it’s known as personal harassment. The employee superior humiliates the employee by criticizing their work with negative remarks.
3. Physical harassment: Am employee may experience direct assault through threats or being hit, thus causing injury.
4. Psychological harassment: Employees do feel belittled as if they do not belong in a work environment. This harassment affects their personal and social life.
5. Sexual harassment: Employee sexual harassment complaints are widespread in organizations. An employee may experience sexual advances through text messages or inappropriate touching by a superior or fellow worker.

Human resource managers should understand that employees must receive the same treatment. That said, you should come up with workplace harassment regulations that every worker should follow. Set the measures to be taken when they harass fellow workers. This way, it will be easier to manage employee sexual harassment complaint. Apart from this measure, below are some more tips to manage workplace harassment.

• Come up with a program at least once or twice a year where you remind the employees of the consequences of harassment.
• Since the hr manager cannot manage all the workplace harassment complaints, it is wise to train the supervisors and other superior workers on the dangers of workers’ harassment. This knowledge will assist them in quicker resolution as they arise.
• Do not be too bossy to your employees. Create a relationship with them and from time to time, always ask how they feel working in the organization.
• Seek the services of a councilor. When employees receive these counselling services, it will be easier to relate and co-exist without harassing one another.

Conclusion

The reputation of an organization lies in the balance if the human resource department cannot handle workplace harassment & discrimination issues. Be discrete when addressing employee harassment issues. This way, they don’t need to worry that their job or position will be in jeopardy.

Discrete and quick resolution is essential because it prevents workers from seeking a second opinion. When such matters get to court, the employer will be charged for employee neglect. This lawsuit can cause the organization a whopping amount of money and reputation. Lead by example. Take a court stand for your worker if need be. Do not base your resolution on the performance of an employee. Whether productive or not, all of them must receive equal punishment where applicable.