How to manage harassment in the workplace 

Let’s be honest—no one thrives in a toxic work environment. Whether it’s bullying, discrimination, or inappropriate comments, workplace harassment shows up in many forms. And it doesn’t just affect the person targeted—it poisons team morale, damages trust and ultimately hurts your business. 

Every company has a responsibility to tackle harassment head-on. It’s not just about staying compliant with local laws or international standards—it’s about creating a safe, respectful place where people can enjoy coming to work. 

When organisations take harassment seriously, the results speak for themselves: happier employees, stronger collaboration, and a better reputation inside and out. 

What does workplace harassment actually look like? 

Workplace harassment isn’t always loud or obvious. Sometimes it’s a direct insult or unwanted advance. Other times, it’s more subtle—like being constantly excluded from team lunches or whispered about behind your back. 

At its core, harassment is any behaviour that makes someone feel uncomfortable, unsafe, or disrespected at work. That can include: 

• Sexual harassment, like inappropriate comments, suggestive messages, or a manager offering a promotion in exchange for “favours.” 

• Verbal abuse, such as shouting, name-calling, offensive remarks, or even so-called jokes, is still a form of verbal abuse and harassment that is often overlooked because people laugh. 

• Discrimination, where someone is treated unfairly because of their gender, age, race, religion, or other protected characteristics. 

• Physical harassment, including unwanted touching or invading personal space. 

• Emotional harassment, like constant put-downs, spreading rumours, or isolating someone from team activities. 

• Microaggressions - such as, subtle, often unintentional slights or comments based on race, gender, disability, or other traits that over time contribute to a hostile work environment. 

Harassment isn’t always about intent - it’s about impact. Even seemingly small actions, when repeated or left unaddressed, can create an atmosphere that can push great people out the door and hurt your business in the long run. 

Recognising these behaviours is the first step in stopping them. The sooner we can call it out, the sooner we can build the kind of workplace where everyone feels safe, supported, and respected. 

How can companies manage workplace harassment effectively? 

Harassment doesn’t just stop on its own—companies need a clear, proactive plan to prevent it and respond when it happens. And that starts with one of the most important tools a workplace can have: a strong, easy-to-understand anti-harassment policy. 

Develop clear policies  

An effective anti-harassment policy clearly lays out what behaviours won't be tolerated – whether it's bullying, unwanted touching, or unfair treatment based on race, gender or any other factor. A good anti-harassment policy should include key elements like: 

• Clear definitions and real-world examples of harassment so employees recognise what constitutes harassment. When people can recognise unacceptable behaviour in everyday situations, they’re more likely to speak up or adjust their own actions. 

• Safe reporting procedures ensures employees know where to turn, and feel confident they'll be heard. This means putting in clear, step-by-step reporting procedures in place with the option to stay anonymous if needed.  

• Consequences for violations lets employees know what will happen if someone crosses the line. This holds people accountable and shows that you're serious about creating a respectful culture. 

• Protection against retaliation for anyone who comes forward. People should never feel like speaking up will cost them their job, their reputation, or their peace of mind. 

• Expectations for third parties makes sure that third-party suppliers and partners are aware of and comply with your policy. Harassment prevention applies to everyone who interacts with your team. 

Why encouraging reporting is more than just a checkbox 

Employees must know they can share their concerns without fear or embarrassment. The truth is, a lot of people stay silent—not because they don’t care, but because they’re afraid. Afraid they’ll be labelled as troublemakers. Afraid no one will believe them. Afraid they’ll face backlash or be pushed out. 

That’s why building a culture of trust is key. 

Here’s how companies can make it easier (and safer) for people to speak up: 

• Make it personal and accessible. Let employees know they can talk to a trusted HR rep or manager privately—someone who will take them seriously and act fairly. 

• Offer anonymous options. Not everyone is ready to speak face-to-face. Provide online forms or hotlines where employees can report concerns without sharing their identity. 

• Guarantee confidentiality. Be clear that reports will be handled discreetly, and details will only be shared on a need-to-know basis. 

• Follow through with protection. Put real safeguards in place so no one faces punishment or retaliation for speaking up. 

Conduct thorough investigations  

When someone speaks up about harassment, how the company responds says everything. A rushed, biased, or unclear investigation can damage trust beyond repair. But a fair and thorough process? That’s how you show your team that their safety really matters. 

Here’s what a strong investigation should look like—step by step: 

• Start by gathering the facts. Collect any relevant evidence—emails, messages, documents, or anything else that helps paint a clear picture of what happened. Don’t rely on hearsay. 

• Talk to the right people. Interview the person who raised the concern, the accused, and any witnesses. Every interview should be respectful and neutral—this isn’t about blaming, it’s about understanding what happened. 

• Stay impartial. Whoever’s leading the investigation must remain completely neutral. Bias—real or perceived—can shut the whole process down. Fairness isn’t a bonus—it’s a requirement. 

• Move quickly but carefully. The longer an investigation drags on, the harder it is to obtain accurate information. Worse, it can leave employees feeling exposed or forgotten. Act promptly, but make sure nothing is rushed. 

• Document everything. Keep a clear, detailed record of what was said, what evidence was reviewed, and how conclusions were reached. That transparency protects everyone involved—and your organisation. 

Take prompt action  

When harassment is confirmed, a company's actions define its culture. Slow, weak, or unfair responses breed resentment and risk. Decisive actions prove that safety isn’t just talk—it’s a promise. If the investigation confirms that harassment occurred, employers should respond with appropriate disciplinary measures.  

Here’s how to respond effectively when facing a harassment allegation: 

• Apply fair consequences immediately. Match the discipline to the harm: retraining, probation, or termination for severe cases. 

• Keep documentation. This includes every corrective action to reduce legal risk and promote accountability. Track repeat offenses across departments - it may indicate broader, systemic issues that require deeper change. 

• Repair the damage to the victim. Restore lost promotions, adjust unfair workloads, or compensate for missed opportunities. 

• Shield the person who spoke up. Monitor for retaliation—no silent treatment, demotions, or bullying. Act fast if it happens. 

• Communicate the outcome. Tell the team (without sharing private details) that harassment has consequences. 

• Follow up relentlessly. Check in with the victim regularly to ensure safety and rebuild trust. 

Taking quick and fair action helps victims feel supported and shows all employees that the company is serious about stopping harassment and protecting everyone’s rights. This builds trust and helps create a positive, harassment-free workplace. 

Preventive measures  

Training programs  

Every employee should join training sessions that teach them how to recognise different types of harassment, such as bullying, sexual harassment, or discrimination, and learn ways to stop it before it happens.   

Here’s how to build training that works: 

• Teach everyone to spot harassment. Use real examples of bullying, discrimination, and sexual harassment. Make it clear: “This isn’t just wrong—it’s your problem to stop.” 

• Make it stick with stories and practice. Show videos of everyday situations, then role-play responses. Quizzes turn lessons into habits. 

• Train managers twice as hard. They must handle complaints reasonably, investigate without bias, and protect those who speak up. Role-play tough conversations. 

• Include bystander intervention training. Give employees tools to step in safely when they witness inappropriate behaviour. Empowering bystanders helps prevent escalation and builds a sense of shared responsibility. 

• Embed respect in the culture from day one. Start building a respectful workplace during the employee onboarding process. Reinforce these values continuously throughout their employment to create a strong, inclusive culture. 

• Turn knowledge into action. End every session with a pledge: “If you see it, report it—or step in safely.” 

Build a culture of respect  

Building a culture of respect is just as essential as training to prevent workplace harassment. Companies should promote values like inclusivity, kindness, and respect as part of their everyday work culture. Leaders and managers play a significant role by encouraging open communication and supporting a harassment-free workplace.  

When respect is your foundation, harassment has nowhere to hide. Lip-service policies and hollow slogans change nothing. But a culture where inclusivity isn’t optional? That’s how to turn kindness into muscle memory and fairness into instinct. 

Here are a few ways to instil a culture of respect in the workplace: 

• Make inclusivity non-negotiable. Celebrate differences openly—whether through team events, storytelling, or recognition programs. 

• Equip leaders to lead by example. Train managers to call out disrespect immediately and publicly praise collaboration. 

• Turn “open door” policies into bridges. Normalise check-ins where employees set the agenda, not managers. 

• Reward respect like results. Tie promotions and bonuses to teamwork, empathy, and allyship, not just output. 

Conduct workplace assessments  

When risk goes unchecked, harassment finds fertile ground. Regular workplace assessments are crucial to prevent harassment before it starts. These assessments help identify any risks or toxic areas where harassment might happen. Regular, honest assessments root out dangers before they escalate. 

Here’s how to assess your workplace effectively: 

• Map the hazards. Identify high-risk zones like isolated workspaces, late shifts, or departments with power imbalances. Use past incident reports to spot patterns. 

• Listen deeply. Deploy anonymous surveys with specific questions: “Have you felt unsafe? Seen inappropriate behaviour?” Track trends, not just numbers. 

• Test your culture. Host focus groups to uncover unspoken norms. Ask questions like: “Would you report harassment? Why or why not?”. 

• Audit policies in action. Review how complaints are handled—are investigations timely? Are victims protected from retaliation? 

• Partner with employees. Involve staff from all levels in assessments to ensure no blind spots. 

For example, companies can use employee surveys or feedback forms to learn how workers feel about their work environment and if they have experienced or witnessed harassment. This information helps employers find problems early and take action to fix them.

Additionally, exit interviews or surveys are useful because departing employees are often more open and honest about their experiences. Businesses can use this feedback to identify trends and underlying issues, enabling them to address systemic problems and improve the workplace culture. 

Role of leadership  

When leaders stand firm, harassment has no foothold. Empty words and double standards breed distrust, but leaders who walk the walk turn policies into principles and accountability into armour. Leaders are responsible for creating and enforcing clear anti-harassment policies, communicating that harassment will not be tolerated, and modelling respectful behaviour in every interaction.  

Here’s how leaders set the tone: 

• Write the rules, then live them. Craft anti-harassment policies with employees, not just lawyers. Follow them yourself—no exceptions. 

• Call out disrespect publicly. Shut down inappropriate jokes, interruptions, or slurs immediately—even from top clients. 

• Protect whistleblowers fiercely. Offer anonymous hotlines, third-party investigators, and retaliation monitoring. 

• Punish power, not just people. Hold senior staff to higher standards, not lower. 

When leaders hold everyone accountable—regardless of their position—and demonstrate a genuine commitment to a respectful workplace, employees are more likely to feel valued and confident that their concerns will be addressed. 

Legal considerations  

Across the Globe, employers have significant legal obligations to prevent and address workplace harassment. While specific laws differ by country or region, the expectation is consistent: organisations must provide a safe, respectful, and equitable environment for all employees.  

In many countries, anti-harassment laws are expanding beyond basic compliance. For example, in the United Kingdom, the Worker Protection (Amendment of Equality Act 2010) Act 2023, effective from October 2024, introduces a new proactive duty for employers to take reasonable steps to prevent sexual harassment. Employers who fail to meet this duty risk increased penalties, including uplifted compensation awards at tribunal and potential enforcement action.  

Similar trends are emerging worldwide. In the European Union, directives on equal treatment and workplace dignity are leading to stronger enforcement mechanisms. In the United States, federal legislation such as Title VII of the Civil Rights Act prohibits workplace harassment based on protected characteristics and requires employers to address it promptly.

Meanwhile, international frameworks like the International Labour Organisation’s Convention 190 are encouraging a global shift toward proactive prevention, emphasising that employers should address workplace violence and harassment before complaints are ever made. 

Here’s how to meet legal obligations: 

• Anchor policies in law. Align anti-harassment rules with laws outlining protections for race, gender, age, disability, and more. 

• Train beyond the minimum. Use interactive, specific content to train employees and managers to understand their roles in prevention and intervention. 

• Investigate like a prosecutor. Document every complaint, witness interview, and corrective action to disprove negligence. 

• Aggressively prevent retaliation. Monitor complainants for subtle retaliation (exclusion, micromanagement) and act within days. 

Preventing workplace harassment proactively 

Managing workplace harassment requires a proactive, multi-step strategy. Proactive prevention is always more effective than reacting after problems arise. By fostering a culture of respect, encouraging open communication, and regularly reviewing workplace practices, organisations can reduce risks, avoid costly lawsuits, and protect their reputation.  

For expert support in building a safe and inclusive workplace, visit Airswift’s workforce solutions page to learn more about how we can help your business thrive.