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Preventing Workplace Sexual Harassment Kitchener Waterloo Sexual Assault Support Center Creating a Sexual Harassment Policy The following should be considered when creating a comprehensive workplace

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How to Fill Out Preventing Workplace Sexual Harassment:

1. Familiarize yourself with the relevant laws and policies: Start by thoroughly reading and understanding the laws and policies related to workplace sexual harassment in your jurisdiction. This will give you a clear understanding of what constitutes sexual harassment and what procedures should be followed when addressing and preventing it.
2. Provide clear definitions and examples: When filling out the prevention form, it is essential to provide clear definitions of what constitutes workplace sexual harassment. Include specific examples of inappropriate behavior that employees should be aware of to ensure they understand what is considered unacceptable.
3. Promote a safe and inclusive work environment: In the prevention form, stress the importance of fostering a safe, respectful, and inclusive workplace culture. Encourage employees to embrace diversity, treat others with dignity, and promote equality. Emphasize that everyone has a role to play in preventing sexual harassment.
4. Communicate the reporting procedures: Clearly outline the reporting procedures for employees who experience or witness workplace sexual harassment. Include information on whom to report to, how to report, and the assurance of anonymity and protection against retaliation for reporting incidents of harassment.
5. Provide training and education: Educate employees about workplace sexual harassment through mandatory training programs. Offer resources such as workshops, seminars, or online modules that explain what constitutes harassment, the potential consequences, and ways to prevent and address it effectively.
6. Encourage bystander intervention: Highlight the importance of bystander intervention in preventing workplace sexual harassment. Encourage employees to speak up when they witness inappropriate behavior, and provide guidance on safe and effective ways to intervene.
7. Regularly review and update policies: Workplace dynamics and societal norms are constantly evolving, so it is crucial to review and update policies related to preventing workplace sexual harassment regularly. Stay informed about any changes in legislation or best practices to ensure your policies remain relevant and effective.

Who Needs Preventing Workplace Sexual Harassment:

1. Employers: Employers have a legal and ethical responsibility to provide a safe and harassment-free workplace for their employees. Implementing effective prevention measures not only helps create a positive work environment but also protects the organization from potential legal liabilities.
2. Employees: All employees, regardless of their position or role within the organization, need to understand what constitutes workplace sexual harassment and how to prevent it. By actively participating in prevention efforts, employees can help create a healthier and more respectful work environment for themselves and their colleagues.
3. Human Resources Professionals: HR professionals play a crucial role in ensuring that the workplace is free from sexual harassment. They are responsible for implementing policies, training employees, handling complaints, and investigating incidents. HR professionals need to be knowledgeable about workplace sexual harassment prevention to fulfill their duties effectively.
4. Managers and Supervisors: Managers and supervisors should be well-versed in workplace sexual harassment prevention to create a culture of respect and accountability within their teams. They should lead by example, address any instances of harassment promptly, and support victims in reporting and seeking resolution.
5. External Agencies and Advocacy Groups: External agencies and advocacy groups also play an essential role in preventing workplace sexual harassment. These organizations provide resources, guidance, and support to both employers and employees. They may conduct investigations, offer training, or act as a resource for individuals seeking assistance or advice related to workplace sexual harassment issues.

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