What Do You Need to Do If You Were Sexually Harassed or Power Bullied in the Workplace?

I created this blog series to address those whose stories of sexual harassment have been resurrected following the #MeToo and #TimesUp social movements. No one should have to work in a hostile environment and there are laws in place to protect you, but it helps if you are prepared to present your case to HR. Today, I will address 8 things to do if you have been sexually harassed or power bullied in the workplace.

1)  Archive the Paper Trail – This step assumes that there is some document or e-mail correspondence that could help you connect the dots and remember dates and times of the incidents. You start here before you do anything else because you never know when there may be a separation of the employee or when the computer is no longer accessible.

2)  Document Dates, Times, and Witnesses of any Bullying or Harassment in the Workplace – If you remember the dates or week, write this down as well as anyone who could have seen something or been part of a meeting or conversation. The individuals may be willing to corroborate (or support) your story. More on this at step #4.

3)  Organize Performance Appraisals – Some people may say that this step is illogical and decide to focus on evidence directly related to the incident. But I‘m going to say that if someone has been offended, sometimes the story starts spreading the moment you share and you don’t have time to go back and gather yourself or build a case. Gathering performance appraisal will help protect your job by showing that you perceived as a competent employee.

4)  Investigate and gather names of quietly known co-conspirators - By this, I mean, talk to other people who are witnesses to the bullying or the harassment you experienced. The co-conspirators could also be anyone else who is familiar with the behavior of the offender.

5)  Identify other women or men who have been harassed – There is strength in numbers, not just for protection, but to showcase a pattern of the offender’s bad behavior.

6)  See a therapist –This is important for your health and well-being. A therapist will help you emotionally process your experience and develop stress management or coping strategies to deal with the incident as well as any attention or pressure that may come from reporting your story to HR.

7)  See an attorney - It’s always helpful to see an attorney and get legal advice, even before going to HR. An attorney can inform you of whether you have enough evidence to confidently approach the higher ups about the infraction. They will also tell you other measures you should take to protect your job before and after you file the report.

8)  Go to HR – Going to your Human Resources Department with the products/ communications from Steps 1-7 will show that you have thoughtfully organized the evidence to substantiate your claim and are prepared for them to initiate an internal investigation on the offender.

Human Resources, Diversity & Inclusion, Corporation Counsel, C-Suite… Are you ready? If not, get ready to do something. Talking about this won’t be enough to protect your job, your bottom line or your stock value.  DON’T GO BACK TO BUSINESS AS USUAL TODAY. Make this a priority to resolve and consult with experts in Diversity & Inclusion. 

Published by Dee C. Marshall - For bookings or media appearances call 732-377-2049 or email Jenelle@DeeCMarshall.com