It’s hard not to have seen the headlines about industry moguls and celebrities facing allegations of sexual harassment at work. From the likes of this type of reporting emerged the #metoo hashtag that has dominated social media platforms in recent months.

But what impact do these headlines have on employers?

Well, for starters, it should drive organizations to ensure that their policies and procedures are up to date, that their employees are aware of them, and that they are addressing the issue head-on (if they haven’t already) to minimize any potential risks and liabilities.

According to a Telegraph news survey, 1 in 5 women have disclosed that they have been sexually harassed in the workplace, yet 58% of them have not reported it to their employer due to reasons such as intimidation and lack of attention from management. .

However, as this issue is highlighted and women are now seeing that is If these cases can be successfully combated, employers are likely to see an increase in the filing of these complaints in the workplace.

Complaints of sexual harassment are costly, can cause substantial damage and disruption to any organization, hurting both your employees and your company’s reputation, so it is vital that initial allegations are taken seriously and that you know how to respond to them. any sexual harassment situations that might arise.

As an employer or manager, you should actively create a company culture that encourages employees to come forward and report cases of sexual harassment, whether they have been directly affected, witnessed firsthand, or heard through the office to ensure that you are protecting your staff from all instances of this type of behavior.

It should also be made clear to those who speak out that they will not be harmed by doing so, as this is illegal and a victimization claim could be another problem your business could face.

Reasonable steps your organization should take to prevent sexual harassment include:

• A current and complete sexual harassment policy;
• A complaint procedure or step-by-step guide on how to report a case of sexual harassment;
• Training for managers and supervisors in their legislative obligations;
• Employee training on what is unacceptable behavior and how to report it;
• Encourages reporting of incidents or potential risks;
• Detailed investigations, in line with complaint and disciplinary procedures.

If reasonable due diligence steps are taken and allegations of harassment are investigated in a professional and discreet manner, it is possible to resolve them effectively.