Sexual harassment of women in the workplace has received increasing attention since the early 1980s, but is still sometimes poorly understood. Gender harassment in the workplace can create an environment where employees feel more like adversaries than colleagues. Productivity ultimately suffers, and even employees who are not harassed may feel threatened in their own workplace.

A clearly defined sexual harassment policy, along with ongoing training for employees, can help prevent problems and keep your team working together instead of against each other.

What constitutes discrimination and harassment against women in the workplace?

1. Unwanted sexual advances
2. Asking for sexual favors
3. Verbal or physical conduct or other harassment of women that is sexual in nature
   

Action Steps
The best contacts and resources to help you get it done

Know the laws regarding discrimination and harassment against women in the workplace

There's some confusion about where the line is between teasing and workplace harassment. However, there are laws governing what constitutes harassment, and understanding these is the first step in preventing problems. Victims may not know their rights, and think they'll be reprimanded, demoted or even lose their job if they report discrimination or harassment.

I recommend: The LawGuru website includes a frequently asked questions about sexual harassment section, and the U.S. Department of Labor includes the text of Title VII of the Civil Rights Act of 1964, which prohibits sexual discrimination. Or, you can purchase TrainingTime's guide to federal employment laws on discrimination.

Understand the facts about sexual harassment of women

There's a lot of misunderstanding about workplace harassment. Some people think it only happens to women, or that it's only initiated by members of the opposite sex. And victims may think it's only harassment if it's physical, or if it comes from a superior. Fortunately, there are considerable sexual harassment resources in print and online.

I recommend: The websites for the National Women's Law Center and the Equal Employment Opportunity Commission feature fact sheets about sexual harassment of women in the workplace. Or, teach your employees what constitutes workplace harassment of women through the Emmy Award winning training video "Sex, Power and the Workplace."

Seek expert guidance on workplace harassment of women

Enlisting the aid of a legal expert or consultant knowledgeable about gender harassment information can help you better comply with the laws, and create an environment where all employees feel included and valued. These experts can assist in drafting sexual harassment policies, addressing specific instances of sexual harassment, or changing your corporate culture.

I recommend: TTG Consulting offers sexual harassment prevention training online and in person, and Expertwitness.com features a list of harassment consultants, including their bios and rates.

Institute sexual harassment training

Including sexual harassment information and education as a standard part of employee training can help prevent discrimination or harassment of women from ever occurring, and can ensure that all employees follow the same procedures. And, the training sends a clear message that your company values diversity, and will not tolerate an environment where any employee feels threatened.

I recommend: The Employers Association offers its "Shades of Gray" line of sexual harassment training materials. Business Training Media offers sexual harassment training programs on DVD, videotape and CD, as well as through PowerPoint presentations and online courses.

Tips & Tactics

Helpful advice for making the most of this Guide

• •  Make it clear that sexual harassment of women is against company policy, and make employees feel safe reporting harassment. It's estimated that nearly half of women experience harassment in the workplace, but that only between 5 and 15 percent report it. Establish a formal process through which they can report incidents, and they may be more likely to ask for help, rather than just leave the company.