How many of you have encountered the problem when a complaint is made but the complainant tells you that they don’t want the matter investigated?
I often get asked by HR professionals and managers, “What do I do if someone makes a complaint and then says that they don’t want me to do anything, they just wanted me to know.”
Despite what people think, this is not a difficult situation - it becomes all about ownership of the complaint.
Once someone has…Continue
Recently a very good article was published about Sexual Harassment in the workplace on the Monash University Impact web site: https://www2.monash.edu/impact/articles/legal/workplace-sexual-harassment-how-do-we-help-women-come-forward/
I particularly liked this comment:
“A workplace investigation should not be…Continue
Top 10 reasons why your organisation should have training in bullying harassment sexual harassment
Training your employees of all levels in bullying, harassment and sexual harassment shouldn’t be a “nice to have”, “we’ll get around to it” or “maybe one day”, it’s an imperative, today. Not convinced here are the top ten reasons why your organisation should have training in bullying, harassment and…Continue
I have investigated a large number of sexual harassment complaints this article busting the myths contains most of the excuses for the behaviour that I have heard when interviewing perpetrators.
I believe that when it comes to sexual harassment the behaviour is;
Deliberate – Where the perpetrator knowingly behaves in a sexually harassing manner towards the victim.
Offensive – Where the person subjected to the…