Defining BHD policies in organizations

 Tackling Bullying, Harassment and Discrimination (BHD) in an organization

 

Defining BHD policies in organizations

 

I was touching upon various topics related to bullying harassment and discrimination in organizations and also pointed out solutions to tackle BHD. Having anti-BHD policies was one of the main solutions that I mentioned repeatedly across all types of BHD issues that I discussed.

What are these Anti-BHD policies?

Bullying, harassment, and discrimination in the workplace can have a devastating impact on employees' physical and mental health, productivity, and job satisfaction. It can also lead to legal liabilities for employers. Therefore, it is essential for employers to implement effective policies to combat these behaviors.

Organizations should work around key components of a comprehensive workplace policy to combat bullying, harassment, and discrimination and I have identified the below as some of the key components:

·        Clear definitions of BHD - The policy should clearly define bullying, harassment, and discrimination, providing specific examples of behaviors that fall under each category.

·        Zero-tolerance policy - The policy should state that the company has a zero-tolerance policy for bullying, harassment, and discrimination throughout the hiarachy. This means that any behavior that violates the policy will be taken seriously and will result in disciplinary action, up to and including termination of employment.

Reporting procedures - The policy should provide clear and easy-to-follow reporting procedures for employees who experience or witness bullying, harassment, or discrimination. Multiple reporting channels should be available, such as a manager, HR representative, or an anonymous reporting hotline/e-mail/online forms.

·        Investigations procedure - The policy should outline the organization's process for investigating complaints of bullying, harassment, and discrimination. Set processes to conduct a prompt, thorough, and impartial investigation. Clearly define the investigation process, ensuring confidentiality and respect for both the complainant and the accused. Process should include gathering evidence, interviewing witnesses, and provide opportunities for both parties to present their perspectives.

·        Disciplinary action - The policy should specify the disciplinary actions that will be taken for violations of the policy. Disciplinary actions may range from verbal warnings, written reprimands, suspension, or termination of employment.

·        Awareness and training - The organization should implement programs and training to educate the employees on organization’s policies on bullying, harassment, and discrimination. This training should educate employees about the types of behaviors that constitute these behaviors, how to recognize them, and how to report them.

·        Employee support program - The organization should define support services for employees who have been affected by bullying, harassment, or discrimination throughout the process. These support services should include counseling to cope with the emotional and psychological impact of the experience, exploring options to minimize the impact on the productivity and ensuring victims are informed of their rights and options and assurance of confidentiality.

·        Monitor, evaluate and review policies  - Regularly review the organization's anti-BHD policies, training programs, and reporting procedures to ensure their effectiveness and to ensure that it is effective and compliant with applicable laws and regulations. Track data on harassment complaints and analyze trends and identify areas for improvement. The organization should have a mechanism to conduct surveys or to gather feedback from employees about their experiences and perceptions of the organization's efforts to address BHD.

Prevention Policies

Prevention policies will play a key role in tackling BHD and the key policies around preventions are:

·        Promoting a positive and respectful work environment: Creating a strong workplace culture that values diversity, inclusion, and respect across all levels and for all individuals.

·        Encouraging open communication: Encouraging employees to speak up about concerns or problems they may be experiencing.

·        Addressing conflicts promptly: Addressing conflicts between employees promptly and fairly.

·        Holding managers accountable: Holding managers accountable for creating and maintaining a safe and respectful work environment.

·        Partner with external organizations to utilize expertise and resources from organizations specializing in workplace BHD prevention. 

A proactive approach to tackling harassment can protect employees from harm, enhance productivity, and uphold the organization's reputation. Creating and maintaining a safe work environment free from harassment requires a continuous effort and from all levels of an organization and maximum commiment from the leadership.

References:

·        www.kentonlibrary.org. (n.d.). Harassment Policy. [online] Available at: https://www.kentonlibrary.org/harassment-policy/ [Accessed 18 Dec. 2023]. Accessed on 26^th November 2023.

·        https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/workplace-bullying.aspx Accessed on 28th November 2023.

·        Ruggs, E.N., Martinez, L.R. and Hebl, M.R. (2011). How Individuals and Organizations Can Reduce Interpersonal Discrimination. Social and Personality Psychology Compass, 5(1), pp.29–42. doi:https://doi.org/10.1111/j.1751-9004.2010.00332.x.

Accessed on the 8^th of December 2023.

 

·        Liberman, B.E. (2013). Eliminating Discrimination in Organizations: The Role of Organizational Strategy for Diversity Management. Industrial and Organizational Psychology, 6(4), pp.466–471. doi:https://doi.org/10.1111/iops.12086. Accessed on the 9th December 2023.