Understanding Informal Sexual Harassment Complaints in the Workplace
Sexual harassment is an issue that has plagued the workplace for decades, despite significant efforts towards eradication. Most organizations have internal policies in place to tackle the issue and discourage such behavior. However, as much as an organization tries to create a safe and professional work environment, it’s almost inevitable that some cases of sexual harassment will occur.
One challenging aspect of addressing sexual harassment is the informal complaints that may come to light outside of the formal channels or processes. These complaints are often uncomfortable to process and even more challenging to investigate. In this blog, we will examine what informal complaints of sexual harassment are, explore their risks and benefits, and how to handle them in the workplace.
What are informal complaints of sexual harassment?
Informal complaints refer to allegations or complaints that are made outside the formal organizational complaint mechanisms or channels. Employees may make informal complaints through a one-on-one conversation with their supervisor or HR representative, a phone call, or even an email. Informal complaints may reveal behavior considered inappropriate, undesirable, or unethical, but the individual complaining does not want to escalate the issue formally.
Informal complaints may involve infringes on ethics, stereotyping, inequality, and unwanted or inappropriate behavior of an employee. The victim could reveal these allegations to someone they trust in the organization as an informal approach before the issue is formally reported.
The risks and benefits of informal complaints
The benefits of an informal complaint system are that employees are comfortable reporting an issue of harassment in a less formal manner. By reporting in this way, employee relationships can remain intact, and the issue can be dealt with before it escalates. Informal complaints also allow an employee to voice their issues without fear of retaliation.
However, informal complaints can also create risks if they are not dealt with swiftly and professionally. The complainant may not want to make a formal complaint because they do not understand the organization’s channels or processes, do not feel comfortable, or fear victimization in the event of an escalation.
Here are some ways to manage informal complaints:
1. Acknowledge the complaint and reassure the employee
Regardless of the nature of the complaint, as an organization, it’s vital to reassure the employee that they have a safe space to voice their concerns. The most important aspect is to establish trust and empathy between the employee and the manager dealing with the complaint.
2. Establish the facts
It’s essential to search for a balance between dealing with the complaint discreetly and also conducting a thorough investigation that provides sufficient information. Question all relevant individuals, gain a clear understanding of the timing, location, and witnesses involved.
3. Decide on the next steps
Suppose the complaint involves severe conduct such as bullying, harassment, or discrimination, whether formal or informal investigation of the complaint. Assess the available evidence and consider whether the suggested outcome is appropriate or excessive.
Conclusion
In conclusion, informal complaints of harassment are a critical area for all organizations to consider as part of their overall sexual harassment management framework. While this process can be complex, dealing with such challenges in a professional and supportive manner can significantly benefit an organization’s reputation and support employees’ overall job satisfaction. By acknowledging informal complaints and ensuring that they are dealt with correctly, organizations can create environments that are safe, welcoming and provide employees the support, they need to overcome inappropriate workplace behavior and maintain positive and healthy workplace interactions.
