Silent No More: How HRM Can Lead the Charge in Eradicating Harassment and Discrimination at Work

In today's workplace, addressing harassment and discrimination is a critical issue that must be taken seriously by organizations of all sizes. According to a report by the Equal Employment Opportunity Commission (EEOC), the number of harassment claims filed has been increasing every year. In fact, in 2020 alone, the EEOC received over 67,000 charges of workplace harassment and discrimination. These numbers highlight the need for effective policies and strategies to prevent and address harassment and discrimination in the workplace. Human resource management (HRM) and management have a crucial role to play in ensuring that their workplaces are free from such behavior.

According to a study by the Society for Human Resource Management (SHRM), "90% of organizations have a policy prohibiting harassment and discrimination, but only 66% train their employees on it" (Fernandez, 2019). This highlights the need for organizations to not only have policies in place but also ensure that their employees are trained in them. Additionally, a study by the Pew Research Center found that "nearly four-in-ten working women (37%) say they have experienced at least one form of gender discrimination at work" (Parker, 2017). This shows that despite progress made in addressing harassment and discrimination, there is still work to be done.

The role of HRM and management in addressing harassment and discrimination in the workplace is crucial. They have the responsibility to create a safe and inclusive work environment that promotes diversity and equality. HRM can develop and implement policies that prohibit discrimination and harassment, such as a Code of Conduct or an Anti-Harassment Policy. They can also provide training and education to employees and management on these policies, as well as the legal requirements for addressing these issues in the workplace.

Management can play a key role in setting the tone for the workplace culture by modeling appropriate behavior and addressing any inappropriate behavior that is observed. This can involve taking a zero-tolerance approach to harassment and discrimination and ensuring that employees feel comfortable reporting any incidents or concerns. In addition, management can create an environment of transparency by regularly communicating with employees about their rights, responsibilities, and any changes to policies or procedures related to harassment and discrimination.

Moreover, HRM and management can ensure that employees have access to resources and support if they experience harassment or discrimination. This can include providing access to an Employee Assistance Program (EAP) or a confidential reporting system, as well as ensuring that employees are aware of their legal rights and the process for filing a complaint.

There are various forms of harassment and discrimination that can occur in the workplace, including but not limited to, sexual harassment, racial discrimination, age discrimination, disability discrimination, and religious discrimination (EEOC, 2022). These types of harassment and discrimination can have a significant impact on employees and organizations. For instance, harassment and discrimination can result in decreased employee morale and job satisfaction, increased absenteeism and turnover, and damage to the organization's reputation (EEOC, 2022).

Harassment and discrimination in organizations can have a significant impact on employees, both individually and collectively. Some of the impacts are as follows:

• Mental and emotional health: Experiencing harassment and discrimination in the workplace can cause significant mental and emotional distress for employees, leading to anxiety, depression, and other mental health issues (Pryor et al., 2019).
• Physical health: Harassment and discrimination can also have physical health consequences, such as increased stress, headaches, and digestive issues (Fitzgerald & Ormerod, 2013).
• Decreased job satisfaction and engagement: Employees who experience harassment and discrimination may feel less satisfied with their jobs and less engaged in their work, leading to decreased productivity and increased turnover (Madera et al., 2009).
• Decreased trust in management and the organization: Employees who experience harassment and discrimination may also lose trust in their managers and the organization, leading to a negative organizational culture (Pryor et al., 2019).
• Legal and financial consequences: Harassment and discrimination can result in legal and financial consequences for organizations, including costly lawsuits, settlements, and damaged reputations (Fitzgerald & Ormerod, 2013).

Moreover, harassment and discrimination can have legal consequences for employers. According to the Equal Employment Opportunity Commission (EEOC), employers are prohibited from discriminating against employees based on race, color, religion, sex, national origin, age, or disability (EEOC, 2022). Employers are also prohibited from allowing harassment in the workplace and are responsible for addressing and preventing such behavior. Failure to comply with these legal requirements can result in costly fines and legal action against the organization.

To comply with legal requirements, employers must take proactive steps to prevent and address harassment and discrimination in the workplace. This includes developing and implementing policies and procedures that prohibit harassment and discrimination, providing training and education to employees and management, and ensuring that employees are aware of their rights and the process for filing a complaint (EEOC, 2022). Employers must also ensure that they investigate all complaints of harassment and discrimination promptly and take appropriate action to address any incidents that are found to have occurred (EEOC, 2022).

There are several practical strategies and recommendations that HRM and management can use to prevent and address harassment and discrimination in their organizations. By implementing these strategies, organizations can create a safe and inclusive workplace that values diversity and respects the rights of all employees.

• Develop and Implement Strong Policies: HRM can develop and implement policies that clearly prohibit harassment and discrimination in all forms. Policies should be comprehensive, easy to understand and enforce, and outline the consequences of violating them. (EEOC, 2021)
• Provide Regular Training and Education: Regular training and education for all employees, including management, is crucial for preventing harassment and discrimination. This can include training on the legal requirements, recognizing and reporting incidents, and promoting diversity and inclusion. (SHRM, 2021)
• Establish Reporting Procedures: HRM should establish a reporting procedure that makes it easy for employees to report incidents of harassment and discrimination without fear of retaliation. Procedures should be confidential, clearly outlined, and accessible to all employees. (EEOC, 2021)
• Conduct Regular Audits: Regular audits can help HRM and management to identify and address any issues related to harassment and discrimination in the workplace. Audits should be conducted on a regular basis and should include a review of policies, procedures, training, and incident reports. (SHRM, 2021)
• Take Immediate Action: HRM and management should take immediate action when incidents of harassment and discrimination are reported. This can include conducting a thorough investigation, taking disciplinary action when necessary, and providing support to the victim(s). (EEOC, 2021)
• Promote Diversity and Inclusion: Organizations that promote diversity and inclusion can help to prevent harassment and discrimination in the workplace. HRM and management can promote diversity by recruiting and retaining a diverse workforce, establishing employee resource groups, and providing training on cultural awareness. (SHRM, 20

In conclusion, harassment and discrimination in organizations can have a significant impact on employees, both personally and professionally. These behaviors can result in decreased job satisfaction, increased stress, and decreased productivity. It is essential that organizations take steps to prevent and address harassment and discrimination in the workplace. HRM plays a vital role in creating and implementing policies and procedures, providing training and education, and ensuring access to resources and support. Additionally, management plays a critical role in setting the tone for the workplace culture and addressing inappropriate behavior. By working together, HRM and management can create a safe and inclusive workplace that promotes diversity, equality, and respect for all employees. It is the responsibility of organizations to ensure that their workplaces are free from harassment and discrimination and that they provide a safe and supportive environment for all employees to thrive.