EEOC Checklist: Preventing Workplace Harassment

The Equal Employment Opportunity Commission (EEOC) has outlined a comprehensive checklist to guide employers in their harassment prevention efforts. Below, we discuss the key components of this checklist to help organizations assess their current practices and identify areas for improvement.

Leadership and Accountability

The foundation of a successful harassment prevention program begins with leadership. When organizational leaders establish a culture of respect and demonstrate a commitment to preventing harassment, employees are more likely to follow suit. Employers should ensure that their leadership teams have taken the following steps:

1. Allocate Resources: Leadership must dedicate sufficient resources and staff time to harassment prevention efforts. This includes budgeting for training programs and other initiatives.
2. Assess Risk Factors: Leadership should regularly assess workplace harassment risk factors and take proactive steps to minimize these risks.

Based on the commitment of leadership, the organization should also have the following components in place:

• Clear and Accessible Policies: Develop and maintain a harassment prevention policy that is easy to understand and communicate it regularly to all employees.

• Effective Reporting System: Implement a fully resourced reporting system that employees are aware of, which accepts reports of both harassment experienced and harassment observed.

• Proportionate Discipline: Ensure that disciplinary actions for confirmed harassment are prompt, consistent, and proportional to the severity of the incident.

• Manager Accountability: Hold mid-level managers and front-line supervisors accountable for preventing and responding to workplace harassment.

• Regular Training: Conduct compliance training for all employees so they can recognize prohibited behaviors and understand how to use the reporting system. Additionally, provide specialized training for managers and supervisors to equip them with the skills to prevent and address harassment effectively.

Going Beyond the Basics

Organizations that wish to go above and beyond in their harassment prevention efforts can consider implementing the following measures:

• Climate Surveys: Conduct regular workplace climate surveys to assess whether harassment is perceived as a problem among employees.

• Performance Metrics: Include harassment prevention and response metrics in performance reviews for supervisory employees to encourage accountability.

• Civility and Bystander Training: Provide training focused on workplace civility and bystander intervention to foster a culture of respect and empower employees to act when they witness inappropriate behavior.

• Partnering with Researchers: Collaborate with researchers to evaluate and refine your workplace harassment prevention efforts to ensure they are comprehensive and effective.

The Importance of Proactive Measures

Proactively addressing harassment not only helps employers comply with legal requirements but also enhances employee morale, productivity, and retention. By following the EEOC’s checklist and striving for continuous improvement, organizations can create a workplace environment where every employee feels safe, valued, and respected.

If your organization needs assistance in developing or implementing harassment prevention policies, reporting systems, or training programs, Oberman Law Firm is here to help. Contact us today to learn more about how we can support your workplace compliance and culture-building initiatives.

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