I will never forget the early morning phone call I received notifying me a work colleague had been sexually assaulted on a business trip. My heart dropped and I immediately began developing a support network for them. As we began navigating the reporting process, I found myself grateful that I knew what resources were out there. My employer had provided comprehensive training on this topic and there was not a moment of hesitation on what steps to take.
The aftermath of sexual assault can have complexities to navigate. Sexual assault is a traumatic experience that can have profound and long-lasting impacts on the victims. In recent years, there has been a growing awareness of workplace sexual assault, particularly during business trips. Employers play a crucial role in creating a supportive and safe environment for employees who have experienced sexual assault on a business trip. Here are some strategies that employers can implement to assist and support their employees:
- Cultivate a Culture of Open Communication: Employers should foster an environment where employees feel safe and comfortable reporting any incidents of sexual assault. This can be achieved by promoting open dialogue, regular training on sexual assault prevention and response, and encouraging employees to report any incidents promptly. Ongoing annual training is highly recommended.
- Establish a Comprehensive Reporting System: Employers should establish a clear and confidential reporting procedure for employees to use in case of sexual assault. This reporting system should be accessible and well-communicated to all employees, ensuring privacy and protection against retaliation. Making sure all employees know who and how to report incidents is crucial. Your employees knowing who to and how to report sexual assault and support colleagues can have a positive impact on their healing journey.
- Provide Immediate Support: It is essential for employers to offer immediate support and resources to employees who have experienced sexual assault. This includes providing access to medical assistance, counseling services, legal advice, and appropriate leave options. I highly recommend contacting RAINN (www.rainn.org
) to get connected with supportive resources and an advocate to help guide you through the reporting and medical care process. Having a trauma-informed advocate by your side during the reporting process can help victims feel safe. Employers should also ensure that victim-blaming is strictly prohibited.
- Develop a Supportive Network: Employers can establish a network of trained individuals within the organization who can provide support to employees. This can include human resources personnel, managers, or designated employee assistance program (EAP) representatives. These individuals should receive training on how to respond empathetically and with trauma-informed support the victims.
- Offer Flexible Work Arrangements: Recognizing that victims of sexual assault may need time and flexibility to recover, employers should consider offering flexible work arrangements. This could include modified work schedules, remote work options, or temporary reassignment to lower-stress tasks. Enabling employees to navigate their recovery while maintaining their employment can be crucial for their healing process.
- Connect Employees with External Support: Employers should establish partnerships with external organizations, such as sexual assault crisis centers or therapeutic resources, to provide additional support to affected employees. These partnerships can facilitate access to specialized services and counseling beyond what the company may directly offer. By staying connected to RAINN, they can help ensure your employees have the ongoing support and access to resources.
- Training and Education: Employers should prioritize regular training for all employees on topics related to sexual assault prevention, bystander intervention, and creating a respectful workplace environment. By increasing awareness and knowledge, employees can actively contribute to prevention efforts and support coworkers who have experienced sexual assault.
- Confidentiality and Privacy: Employers must prioritize the confidentiality and privacy of victims. Information regarding the incident should be shared only on a need-to-know basis, following legal and ethical guidelines. Employers should respect the victim's wishes and provide support without compromising their privacy.
- Review and Update Policies: Employers should continually review and update their policies and procedures to ensure they effectively address sexual assault prevention, response, and support. Regular assessments can help identify areas for improvement and ensure compliance with relevant laws and regulations.
- Long-term Support: Employers should recognize that recovery from sexual assault takes time and provide ongoing support to affected employees. This can include periodic check-ins, extended counseling resources, and an acknowledgement that support is available even after the initial incident.
By implementing these measures, employers can demonstrate their commitment to supporting employees who experience sexual assault on a business trip. I cannot emphasize this enough, respect a victim's preferences during the reporting process. Not everyone may want to speak with authorities or pursue legal action. Reporting sexual assault is a deeply personal choice. The priority should be on creating safety for a victim, and ensuring they receive appropriate care and support. Creating a safe, inclusive, and supportive workplace environment is essential for the well-being and recovery of employees, ultimately fostering a culture that values dignity, fairness, and respect.
