Sexual harassments in the workplace have become rampant in the recent past. It is important to note that while traditionally male employers and superior staff members used to assault and take advantage of the female employees sexually, this has changed over time and such sexual assault cases as female employers and bosses taking advantage of the male workers have been on the rise. Similarly, same-sex sexual assaults have also been reported across various employment fields. It is crucial; therefore, that the human resource department of any organization adopt such measures that answer to these cases, and create assault-free working environments. To better adopt an effective sexual harassment policy, these departments need to take into account the conventional nature of sexual assaults and harassments.
The Policy Statement
This explains in broad terms what the harassment policy is about and sets out the intention of the organization in adopting the plan. It also distinctly demonstrates the importance of having the rule, and the need thereof of employees and employers to comply.
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Definition of Sexual Harassment
This section defines sexual harassment and recognizes that any individual can be a victim of sexual harassment, regardless of their gender and the gender of the harasser, including between people of the same sex.
Forms of Sexual Harassment
Sexual harassment could involve one or more incidents and actions constituting harassment could be physical, verbal and non-verbal (Fitzgerald, & Cortina, 2017) . Actions of conduct or behavior which constitute sexual harassment should be listed.
Complaints Procedures
Victims of sexual assault may want to resolve the matter in different ways. While others may be happy with an informal resolution, and for the issue to stop, others may want more formal measures. Besides, informal resolution mechanisms may be inappropriate where the allegation is severe or where the harasser is also the victim's supervisor (SHRM, 2018). It is crucial that the company's complaints procedures reflect these different needs and ways of resolving the conflict.
Sanctions and Disciplinary Measures
This should include an elaborate measure to punish the perpetrator after conclusive investigations validate the assault allegations. Also included are compensation measures for the victim, which should consist of therapeutical help. The policy should be administered consistently throughout the organization, and sanctions should be based on the gravity of the conduct (SHRM, 2018). Applicable deterrent sanctions should be included in workplace policies on sexual harassment to ensure that incidences of sexual harassment are not treated as minor events. They should be made part and parcel of company regulations and/or collective labor agreements.
Implementation of this Policy
It should stipulate how the organization will ensure that this policy is widely disseminated to all relevant persons. This could include having it printed in the staff handbook, ensuring that all new employees are trained about the contents of this policy as part of their induction process in the company. Every employer has to ensure that all their employees are aware of the system (Fitzgerald, & Cortina, 2017) . This creates an obligation on the organization to ensure that all employees are aware of the policy.
Monitoring and Evaluation
This recognizes the importance of monitoring this sexual harassment policy and ensures that it anonymously collects statistics and data reflecting on how it is used and whether or not it meets the objectives. Supervisors, managers and those responsible for handling such sexual harassment cases should report on compliance with this policy. This includes the number of incidents, how they were dealt with, and any recommendations made. This should be done periodically. As a result of this report, the organization will be able to evaluate the effectiveness of this policy and make any changes needed. Monitoring and evaluation can be done through various means, including questionnaires completed by employees, the response from victims or those in the complaints department (Fitzgerald, & Cortina, 2017) . This is imperative in reviewing the effectiveness of the policy and the complaints procedure.
References
Fitzgerald, L. F., & Cortina, L. M. (2017). Sexual Harassment in Work Organizations: A View from the Twenty-First Century. APA Handbook of the Psychology of Women. APA. Available at http://www.apa.org/pubs/books/4311534.aspx .
SHRM. (May 24, 2018). Sexual harassment policy and complaint/investigation procedure . Retrieved from https://www.shrm.org/resourcesandtools/tools-and- samples/policies/pages/cms_000554.aspx
