The #MeToo movement, with lots of local and global options, is a movement in opposition to sexual assault and sexual harassment. The hashtag ‘#MeToo’ escalated aggressively last year that is in October 2017. The hashtag ‘#MeToo’ is used on social media in an effort to exhibit the extensive occurrence of sexual harassment as well as sexual assault, particularly, in the place of work. The MeToo movement or (#MeToo movement) was started after the sexual misbehavior charges against Harvey Weinstein. The #MeToo movement was actually started by the Tarana Burke, community organizer, and an American social activist.
The sufferers of sexual harassment were supported by Michael and Baker Milano. After that, this issue was posted on Twitter with hashtag #MeToo so that people could know the reality of the fact. Fortunately, this Tweet was a success and it was not limited to prestigious posts from many American personalities, like Ashley Judd, Gwyneth Paltrow, Uma Thurman, and Jennifer Lawrence.
Before we go further, let us discuss a few tips to deal with the harassment in the workplace:
The need of the hour is to make a working environment free from sexual harassment. All the companies should have measures for coping with any reported incidents of sexual harassment. You must have methods for stopping workplace actions that attack physically, verbally, mentally, color, sex, religious beliefs, race, age, and disability.
Below tips can help you:
- Admit the possibility
There is an out-of-date approach to sexual harassment followed by most of the people these days. The first outdated approach is that sexual harassment cannot happen in our organization. The second outdated approach is that the women who blame men of sexual harassment are exaggerating to or mistaking particular kinds of behavior. This kind of view does not highlight the main subject.
Managers who possess this kind of view will send away reports of sexual harassment by representing lie nothing has happened in the organization. Moreover, they might think that women have no sense of humor and it was nothing more than a humor. In a nutshell, sexual harassment is considered as nothing more than a humor, as an overreaction, or as confusion amid two people. By recognizing harassment as an interpersonal instead of an organizational matter, managers who stick to this kind of view either desist from getting occupied or try to defend the accused party.
Even though some companies appear to work effortlessly with this viewpoint, there is no way to establish the costs of absence, turnover, medical benefits claims resulting from unsettled events of sexual harassment.
- Set Up and Bring Out a Policy
Publicize yourself with the policy on harassment of your organization. If there is no policy, you should fight for it to have it in the organization. It must classify harassment, give clear examples of harassment, and clarify the executive process for reporting and coping with complaints. You should give copies of the policy of your organization to each employee of the company.
- Make Your Employees Educated
Now, you are done with the policy, it does not mean that it will do wonders. You have to educate your employees regarding the policies. You have to teach them the dos and don’ts in the workplace. You should offer training to illuminate the issue, to show organization support in stopping sexual harassment, to support staff to talk about the issue, and to educate employees how to sort out unpleasant actions in the workplace.
Read: Women’s Rights in India
Managers of the organizations are required to get familiar with how to notice signs of sexual harassment, how to interfere, and how to deal with the protests received.
- Think about the range of corrective actions available
When a complaint or protest has been reviewed to be precise, corrective measures are needed. Come to a decision on whether the attempt was one of purposeful, regular harassment or a one-off act of unkind actions. According to the nature of the actions, corrective action might involve an apology, warning, close supervision, transfer, reprimand, suspension, or even termination of the employee. There are a few companies which act against employees who intentionally file false statements or against managers who do not follow well-known measures in controlling reports of sexual harassment.