Prevention Procedures/ Training
last updated November 1, 2003

The organization should conduct training programs on sexual harassment prevention and encourage employees to raise concerns about sexually harassing behavior at an early stage with the organization or any complaints committee or officer.

Applicants for supervisory or managerial positions should be screened for a record of harassment and possibly rejected on the basis of such a record. The organization should instruct supervisors and managers to take all complaints of sexual harassment seriously whether or not they conform to the organization's complaint procedures. Supervisors and managers should be directed to report any complaints and any behavior that could be viewed as harassment to the complaints committee or designated complaints officer. Periodically, supervisors and managers should receive extensive training so that they may explain the organization's sexual harassment policy to their staff and take steps to positively promote the policy. They should be trained to be responsive and supportive to any member of staff who complains about sexual harassment, provide full and clear advice on the complaint procedure, maintain confidentiality regarding all sexual harassment complaints and take steps to prevent the occurrence of further harassing behavior.

The organization should monitor the compliance of supervisors and managers with their responsibilities outlined above. The organization should take steps to remove or correct displays of pornography or sexually explicit grafitti and other conduct that is clearly unwelcome or offensive to employees.

Please note that these recommendations must be revised to reflect applicable national and local law before they could be implemented by an employer.

Adapted from EU Code of Practice on Measures to Combat Sexual Harassment included in Commission Recommendation of 27 November 1991 on the protection of the dignity of women and men at work, Official Journal L 049, 1-8 (24 February 1992); EEOC Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by supervisors No. 915.002, 11-18 (June 18, 1999); Indian National Commission for Women, Code of Conduct for Workplace adopted in accordance with the recent Supreme Court Judgment on "Sexual Harassment of Women at the Work Place" Vishaka & others vs. State of Rajasthan and others (AIR 1997 SC 3011); South African National Economic Development and Labour Council, Code of Good Practice on the Handling of Sexual Harassment Cases; Canadian Human Rights Commission in cooperation with Human Resources Development Canada and Status of Women, Anti-Harassment Policies for the Workplace: An Employer's Guide (December 2001); and ABA, Mark I. Schickman, Sexual Harassment: The Employer's Role in Prevention.