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The Five Myths Of Harassment Prevention

Forbes Human Resources Council

CEO of Kantola Training Solutions, an innovative eLearning company focused on Diversity, Equity, & Inclusion and Harassment Prevention.

Prompted by cultural movements like #MeToo, there is a new awareness of the damage harassment can do. But while we might want to think workplace harassment is behind us, it’s not. Part of the problem? Some persistent myths may be interfering with your ability to create a safe and inclusive work environment.

But before we dispel these myths, let's look at how harassment is affecting organizations. Aside from its terrible effects on employees, worker misconduct, including harassment and bullying, cost U.S. businesses $20 billion last year alone—a combination of lawsuits, lost productivity, brand damage and employee turnover.

The consequences of damaged reputations are incalculable. Research finds that a single harassment claim "can be enough to dramatically shape public perception of a company and elicit perceptions of structural unfairness."

There are ways for organizations to avoid becoming one of these statistics—and it starts with understanding and dispelling some common myths causing misperceptions around harassment prevention.

Myth #1: We all know harassment when we see it. It’s just common sense.

All of us have come across unwelcome behavior without noticing. Why? Because something that seems fine to one person may be offensive to another.

Consider this example. People often have a fascination with what they think of as “exotic.” On the face of it, this might seem innocent enough, but there’s more to it. It could lead to comments or jokes about another person’s characteristics or appearance. Such behavior can make people feel uncomfortable or “othered”—and perpetuate a negative culture that continues to cause harm.

The solution? We need to examine our behaviors and ask questions like, “If someone were to find that statement/joke offensive, why would it be offensive? Who could it be offensive to?” We need to be attuned to how people react in the moment, paying careful attention to what we and others say.

Myth #2: Only a few individuals are the problem. Educating everyone is a waste of time.

Harassment will only end if everyone is empowered to prevent it. To start, all employees need to understand what to expect from their workplace and what is expected of them. If they experience something they don’t like, they need to be fortified with confidence to stand up for themselves.

Second, all employees should have the power to step in if they witness the mistreatment of a colleague. To do so, they must be able to correctly identify unwelcome conduct and be equipped with strategies to act effectively.

Finally, we have all been in a situation where we crossed a line and made someone uncomfortable, so vigilance in regularly reevaluating our own behavior is a must.

Myth #3: Only a minority of people in an organization have protected characteristics.

The truth is we all have protected characteristics (such as gender and race). For example, we are all protected from sex-based discrimination or harassment, whether we identify as male, female or nonbinary.

Moreover, not all characteristics are visible and can change over time. We may have religious beliefs, disabilities or other aspects of our identities that are not obvious to others. Veterans are in a protected class, but others may not be aware of this part of their identity. Nearly one-third (26%) of adults in the U.S. have some type of disability. The law protects us from discrimination based on disabilities.

The point is that we can’t assume that one person needs protection while another does not. Protecting everyone casts a wide net, in effect democratizing harassment prevention. When everyone is protected, no one is automatically targeted as an aggressor or labeled a victim. This levels the field for effective learning—and opens the door for people to discover more about each other with greater appreciation and respect.

Myth #4: Compliance is the only reason to provide employees with education and training.

Some states require harassment prevention training, and compliance is crucial—but there are other benefits to consider. Proper training can help to:

• Lower levels of misconduct: Up to 75% of employees have either witnessed or experienced workplace misconduct. Setting expectations and providing guidance can decrease misconduct by establishing parameters for what is and is not acceptable behavior.

• Minimize organizational risk: Bullying (a form of harassment) can cost a single business from $30,000 up to $100,000 per incident, per year. If training can prevent even one case of harassment from happening, it’s well worth the effort.

• Improve performance, innovation and agility: Education and training are one way to help build an inclusive culture—which can improve team performance by up to 30% and make organizations more innovative and agile.

• Attract and retain employees: Harassment has no place in an inclusive workplace. Research reveals that 80% of workers prioritize inclusion when choosing an employer, 39% would leave their organization for a more inclusive one and 23% have already left because of a lack of inclusivity.

Myth #5: Harassment prevention education and training are all the same.

Harassment prevention education and training are not all the same. In fact, some of it can do more harm than good. For instance, research shows that training that puts people on the defensive can actually cause participants to blame victims, suggesting they are “making it up or overreacting.” The end result? Such training can create employee backlash, impeding progress toward a safe and inclusive culture.

Effective employee education must address not only blatant harassment but nuances of behavior that could lead to harassment. It must tackle complex issues with both clarity and sensitivity—balancing negative examples with guidance on positive alternatives. Finally, it must be relatable and provide opportunities for deep learning and moments of self-reflection that enable employees to forge their own path toward self-discovery and personal progress.

Dispelling these myths alone won’t stop harassment in the workplace, but it can contribute toward cultivating greater knowledge that can help us get that much closer.


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