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In two of my previous posts, I discussed diversity, inclusion, and harassment in the new normal. This post is the last in the series.
Most people continue to work diligently to maintain job security and meet their key result areas (KRAs) while silently suffering harassment in the workplace.
Many do not even realize they are undergoing harassment.
Even worse is that such incidents can be unintentional, and the perpetrators of these actions may not even be aware that their actions constitute harassment!
So, is it a promising idea to play ostrich in such a situation?
Apparently not!
Because Mental Health matters:
As per Forbes, for today’s largely remote workforce, mental health is essential: an overwhelming majority of workers (80 percent) would consider leaving their current position for one that prioritized workers’ mental wellbeing.
The COVID Pandemic put maximum psychological pressure on healthcare workers. 89% of them suffered from stress, anxiety, and depression!
Because Letting Harassment Continue Will Cost You:
Toxic working conditions influence the individual quality of life, as well as and a company’s financial line: The United States lost $223 billion over five years owing to culture-caused attrition.
Because Attrition is Expensive and Draining:
The number of employees resigning, for this reason, is sizeable, and the fact that this figure is rising is a red flag. Workplace bullying leading to absenteeism, attrition, and loss of productivity costs dearly!
Because productivity is affected:
Many said they did not want to talk about the unreasonable hours of work or the continuous bullying, mainly when others tolerated it quietly.
But I am not calling anyone a Villain here.
People concerned about their professional future, physical health, or safety can react in unpredictable ways towards those around them.
According to a Queen’s School of Business research, having just one “disengaged” employee may cost a company up to $10,000. Managing with some more “engaged” staff, on the other hand, may benefit your firm by improving productivity and customer satisfaction by 15 and 30 percent correspondingly!
How can companies tackle this glaring problem?
1) Communicate compliance policies for the telecommute scenario immediately.
2) Having an anonymous online chatbot or portal to report workplace harassment, where employees can discuss their problems with a trusted person without fear of judgment, can be helpful.
According to a 2018 Society for Human Resource Management (SHRM) report, 57% of calls to ethics hotlines reporting misconduct were anonymous.
3) The company should always promote a culture of civility and respect in the workplace.
4) Employees need to be trained in ethics and compliance regulations governing their work to understand what can be considered harassment.
Ethics and compliance training should be a vital part of the leadership training plan and the new employee onboarding plan.
G-Cube has designed various compliance training interventions, one of which won a Brandon Hall Award in 2020. Contact G-Cube today to help you devise the most innovative compliance training program!
