Preventing Sexual Harassment in the Workplace

Harvey Weinstein was a titan in Hollywood. He helped several Oscar-winning films, including “Good Will Hunting” and “Shakespeare in Love,” make it to the silver screen. His reign came crashing down last week when he was fired from his eponymous company after The New York Times uncovered reports of his decades-long sexual harassing behavior towards women.

The scandal has brought renewed attention to sexual harassment in the workplace, especially how employers can prevent it.

“There needs to be policies and procedures that make it clear there’s a zero tolerance for this kind of behavior” said labor and employment attorney Rob Gilmore. “The biggest thing is the culture has to be one that’s open to and receptive to complaints and non-retaliatory.”

Gilmore suggests implementing this through trainings and handbooks. Sexual harassment generally manifests in two forms: quid pro quo (in exchange for something) and a hostile work environment.

“Quid pro quo is basically saying you’re going to try and use influence and power to try and ask for sexual favors in exchange for a promotion or compensation” Gilmore said.  

The victim can feel that his or her employment could be in jeopardy if he or she doesn’t comply.

“Hostile work environment can be one episode, but more often than not it’s multiple things: off-color jokes or someone at work asking you out over and over again,” he said.

These repeated instances make the victim feel unsafe.

If harassment happens, it should be reported to human resources, a manager, or executive management. When colleagues observe someone being harassed, Gilmore said talk to the victim to see if they want help, and perhaps file your own report to higher levels.

If the outcome isn’t investigated, satisfactory, or the perpetrator is a manager, there are resources outside that can help such as the Equal Employment Opportunity Commission, the Ohio Civil Rights Commission, or hiring an employment attorney.