Elevating HR - Shari Angle and Michele Bush are committed to elevating the conversation of who HR is in organizations.
Harassment claims and investigations can create a level of discomfort, even for HR professionals who are, often times, expected to facilitate or lead the process. But we can’t be afraid of the topic because it may make us uneasy. It can be complex, and some situations can be tricky, especially for HR because we can have unconscious biases, walking a fine line between employee advocate and representing the employer.
There are 3 things that we can do proactively in our due diligence to help mitigate harassment in the workplace: (1) Make an intentional commitment to a workplace free of harassment – it’s more that just a written policy; (2) Define the behaviours – make it real for people by describing what is acceptable and unacceptable behaviour; and (3) Hold people accountable - be brave enough to address and/or take action if there is non-compliance.