The most important anti-harassment policy is always prevention. One of the best ways to deal with sexual harassment is having a written policy that clearly states that sexual harassment will not be tolerated. This policy should clearly assure complainants? It would not be treated negatively for making a claim of harassment.
An anti-harassment policy is ineffective without such guarantees. A good practice is to have a phone number that employees can call anonymously with questions and concerns about sexual harassment. Once an allegation is made and it is evident that an investigation is necessary the fact-finding investigation should be launched immediately.
Anti-harassment policies and procedures should be provided for each employee, preferably during initial training and post the written anti-harassment policy in central locations such as break rooms and locker rooms and redistribute it regularly. You can also have online harassment training for employees through https://harassmentalert.com/workplace-sexual-harassment-examples-and-how-to-prevent-harassment-in-the-workplace/
The policy must include an explanation of the unacceptable behaviour, assuring that complaints will not be followed by retaliation and a suggested means of filing a complaint. The anti-harassment policy should cover all forms of abuse: whether by age, gender, race, religion, national origin, disability and include harassment by anyone, including supervisors, co-workers and non-employees.
The harassment complaints procedure should be designed to encourage victims opposed to discouraging victims of harassment with invasive reporting procedures. A procedure that appears too complicated and full of obstacles can discourage reports. Employees should be encouraged to report harassment early before it becomes severe and disruptive to their work environment.