- Samita Nayak
- 338
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HRM
Image Courtesy: Pexels
We all understand that workplace harassment and discrimination are real concerns. Businesses have been dealing with them for years, right? Well, here’s the thing: our workplaces have shifted on their foundations. With remote work, ubiquitous online contact, and the erasure of the boundaries between private and professional digital lives, are your old-time policies really ready for the digital age? It’s time to take another look.
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The New Frontier of Harassment: Cyberspace
Harassment and discrimination no longer occur in the break room, however, the introduction of digital communication opened up new territories for offensive behavior, and your policies must address them directly.
Cyberbullying and Trolling
This isn’t limited to teens. Employees may become the target of online bullying, and social media campaigns of belittling, or insulting remarks on work platforms. Is your policy explicit regarding these electronic modes of bullying?
Virtual Meeting Misconduct
From offensive backgrounds to rude chat messages, virtual meetings can be used as a means of harassment. Does your policy mention behavior during video calls, screen sharing, and private messages during these calls?
Off-Hours Digital Conduct
What happens when an employee harasses a colleague on their personal social media after work hours? While tricky, if it impacts the work environment or professional relationships, it absolutely needs to be addressed. Your policy should clarify the boundaries of “workplace” conduct in a digital world.
Discriminatory AI and Algorithms
This is a more recent, more sophisticated problem. If your organization is applying AI to hiring, performance appraisals, or even monitoring communication, are you ascertaining whether these tools are not unintentionally reinforcing bias or discrimination? It’s a future policy challenge.
Refining Your Policies for Digital Realities
So, how do you evolve your current policies to address these new issues? It’s a matter of broadening their scope and making them better communicated.
Define “Workplace” Broadly
In your policy, clearly indicate that harassment and discrimination are possible in any work-related situation, whether within the physical office, at a company function, or through electronic means such as email, chat apps, social media, and video meetings.
Outline Digital “Don’ts”
Include concrete examples of digital behaviors that will not be tolerated. This encompasses posting inappropriate material, cyberstalking, discriminatory memes, or using digital tools to perpetuate rumors or negative remarks about coworkers.
Clear Reporting Channels for Online Incidents
Ensure that it is simple for employees to report online harassment. Do they know who to reach out to, and through which means, if an incident happens on the internet? Offer several, confidential avenues.
Train, Train, Train
Updating the policy alone is not sufficient. You need to continually train every worker, from new employees to top executives, on what qualifies as digital harassment and discrimination, how to avoid it, and how to report it. Utilize actual-life digital instances during training.
Investigate Thoroughly (and Digitally)
When something goes wrong, your investigative process needs to be digital-ready to deal with digital evidence. This could be analyzing chat histories, emails, tweets, or video footage while adhering to privacy regulations.
The Bottom Line
A strong, digitally savvy harassment and discrimination policy is not simply about compliance. It’s about safeguarding your employees’ well-being, promoting a respectful and inclusive culture, and protecting your company’s reputation. Overlooking the digital aspect puts your organization at risk. It’s time to make sure your policies are as cutting-edge as your workforce.
