Suggestion 2: Evenhandedly enforce your policy, without exclusion.

If you determine your policy has been violated, enforce that policy -- regardless of the offender's position in the organization! [Easier said than done? Maybe. But consider the legal and worker relations consequences to do otherwise.]

Suggestion 3: implement harassment/discrimination that is user-friendly grievance and investigation procedures.

Provide multiple alternatives for registering complaints -- written, hot-line, in-person (age.g., supervisor, senior manager, HR) -- including a minumum of one female and with as much variety as you can
Designate (and train) male/female teams for issue investigation

Suggestion 4: Communicate the policy and procedures.

Written down -- employee handbook, bulletin boards, email, memos, company's web site
Verbally -- new hire orientation, division meetings, one-on-one
Reinforce sporadically with in-person statements by senior administration and immediate supervisors

Suggestion 6: Train all workers:

The scope and essence of appropriate guidelines along with your policy
Just how to keep from all forms of discrimination and harassment
Just how to respond (including procedure that is complaint to harassment/discrimination

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Simple workplace harassment had been quite common tens of years ago. No more could it be tolerated. It's a brand new day in the workplace, for the greater. Through the manager on to the floor, to the company owner, through our government lawmakers straight to the office that is highest, the tone is set over the last decade -- cleanup the task environment... decrease and place an end to harassment and bullying at the office.

You, nor someone else who you make use of, should find him-or her-self in a work that is hostile perhaps not of their creating. Harmless kidding around on the job is one thing; being zeroed in on by someone, or perhaps a few, where in fact the function would be to constantly distract and bother, when they are simply going about their work is, needless to say, incorrect. Threshold of the behavior is not element of your job description.

That you will not tolerate bad behavior anymore and that's the end of it if you find yourself the target of harassment at work, it would be perfect if you could write a script for what follows; that is you simply walk up to the person and explain to them. Unfortunately, this type of person most likely has some type of a personality deficiency, or psychological issue, and that may not work. You'd know better than I, also it will be the solution if it is simply simple workplace harassment.

If it isn't though, your superior that is immediate is person to truly have a discussion with; at least at first. In the beginning, they are going to probably seek the offender out to fix the situation before it goes any more. It appears it is in their most readily useful interest, as a manager for example, to create and maintain a pleasant work environment. Otherwise, it is a reflection that is bad them and could hurt their opportunity for advertising.