“You will destroy the culture and psychological safety of the workplace by not creating an environment that’s free of harassment or misconduct or violence or people that are breaking your code of conduct or ethics.”
As leaders, it is essential to have clear processes in place for reporting and handling incidents of harassment and misconduct. It’s crucial for employees to know who to turn to when faced with such situations. When they know they can go to someone that will promptly address issues related to harassment and misconduct it creates a safe and respectful work environment. Establishing a trustworthy reporting process and initiating investigations without delay are essential for a positive workplace culture.
Always take reports of misconduct and harassment seriously. Whether it’s a minor issue or a serious allegation, prompt and objective investigation is necessary. Ignoring such matters can have detrimental impacts on workplace culture and legal implications. That is why leaders need to familiarize themselves with their organization’s policies and even the laws governing harassment and workplace safety.
Being informed about the protocols and legal obligations is crucial for handling these sensitive issues. Harassment, misconduct, and workplace conflicts all demand swift and unbiased action. In Canada, harassment is considered a safety hazard under occupational health and safety codes. Effective investigation processes are paramount to upholding legal compliance and protecting the well-being and rights of employees.
Listen to the full episode to gain crucial knowledge on handling sensitive workplace situations. We discuss actionable steps for establishing clear reporting processes, tips for conducting fair investigations, and why it is important to have an awareness of legal implications related to workplace misconduct.
Connect with Tim and his team:
LinkedIn: Best Culture Solutions, Inc
00:39 Clear leadership and trust is crucial for culture.
06:32 Leaders must address issues upfront to avoid problems later.
08:14 Handling minor work misconduct.
10:21 Clear reporting and follow through is essential.
13:27 Investigating complaints, determining harassment, and taking action.