ILMA Compoundings May 2018 - 38

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from having a reactive response to sexual
harassment to creating a proactive culture of respect and equitable treatment,"
said Brian Kropp, an HR practice leader
with Gartner. That requires:
* Listening to employees rather than
asking them to report. Victims
seldom call into hotlines to report
harassment, Kropp said. He
suggests that instead, organizations
"need to shift to an active listening
approach." Not doing so can result
in dramatically underestimating
the actual amount of harassment
that is occurring, he says.
* Embedding fair treatment into
HR workflows, not just into communications. "Most employees
and almost all harassers will simply
not change their behavior based
on being told to do so from senior
leaders or from HR," said Kropp.
Instead, companies must ensure
that all employees are treated fairly
through the recruiting, promotion
and rewards processes. "Without
shifting workflows, companies will

38

MAY 2018

| COMPOUNDINGS | ILMA.ORG

continue to create an environment
where bias is tolerated, which contributes to a sense that harassment
will be tolerated," he said.
* Shifting harassment communications to include "if-then" realities.
Even though companies will claim
they have "a zero-tolerance policy
for harassment," said Kropp, this
rarely gets reflected in reality.
"Instead, compromises are made,
exceptions are created and other
conditions emerge that protect
the harasser from termination."
It's common for harassers to claim
"they didn't realize what they were
doing was wrong." Employers
can avoid this, says Kropp, by
explicitly telling employees what
will happen if they commit any
form of harassment. In addition,
"leaders need to communicate
to staff when harassment has
occurred and what has happened
to the harasser," he said. "Without
this transparency, companies
will not achieve changes to
employee behavior."

It is clearly important for employers
to be proactive and vigilant, says Leiter.
In fact, he notes, the test for employer
liability is "if they knew, or should
have known, about the harassment and
failed to take prompt and appropriate
corrective action." That extends not
only to the actions of employees, but
also to vendors or customers.
The bottom line: Employees deserve
a workplace that is free from harassment of any kind. Manufacturers who
strive to create a culture of respect
through appropriate policy, ongoing
communication and accountability
will not only benefit from minimizing
legal risk, but also will have an engaged,
productive and loyal workforce.
Grensing-Pophal is a freelance writer with
more than 25 years of experience. She can be
reached at lin@lingrensingpophal.com.
You can find ILMA's sample
harassment policy, along with articles on the subject with the 2018
Management Forum presentations
at ilma.org.


http://www.ROYALMFG.COM http://www.ilma.org http://www.ILMA.ORG

Table of Contents for the Digital Edition of ILMA Compoundings May 2018

LETTER FROM THE CEO
INSIDE ILMA
Company Callout
WHAT’S COMING UP
NEW MEMBERS
INDUSTRY RUNDOWN
In the Know
International Insight
Market Report
SMOOTH TRANSITION
PERILOUSLY OBSOLETE
HARASSMENT IN THE WORKPLACE
BUSINESS HUB
COUNSEL COMPOUND
WASHINGTON LANDSCAPE
IN NETWORK
Member Connections
Cross Connections
PORTRAIT
ILMA Compoundings May 2018 - Cover1
ILMA Compoundings May 2018 - Cover2
ILMA Compoundings May 2018 - 1
ILMA Compoundings May 2018 - 2
ILMA Compoundings May 2018 - LETTER FROM THE CEO
ILMA Compoundings May 2018 - INSIDE ILMA
ILMA Compoundings May 2018 - 5
ILMA Compoundings May 2018 - 6
ILMA Compoundings May 2018 - 7
ILMA Compoundings May 2018 - Company Callout
ILMA Compoundings May 2018 - 9
ILMA Compoundings May 2018 - WHAT’S COMING UP
ILMA Compoundings May 2018 - 11
ILMA Compoundings May 2018 - NEW MEMBERS
ILMA Compoundings May 2018 - 13
ILMA Compoundings May 2018 - INDUSTRY RUNDOWN
ILMA Compoundings May 2018 - 15
ILMA Compoundings May 2018 - 16
ILMA Compoundings May 2018 - In the Know
ILMA Compoundings May 2018 - International Insight
ILMA Compoundings May 2018 - 19
ILMA Compoundings May 2018 - Market Report
ILMA Compoundings May 2018 - 21
ILMA Compoundings May 2018 - SMOOTH TRANSITION
ILMA Compoundings May 2018 - 23
ILMA Compoundings May 2018 - 24
ILMA Compoundings May 2018 - 25
ILMA Compoundings May 2018 - 26
ILMA Compoundings May 2018 - 27
ILMA Compoundings May 2018 - 28
ILMA Compoundings May 2018 - 29
ILMA Compoundings May 2018 - PERILOUSLY OBSOLETE
ILMA Compoundings May 2018 - 31
ILMA Compoundings May 2018 - 32
ILMA Compoundings May 2018 - 33
ILMA Compoundings May 2018 - HARASSMENT IN THE WORKPLACE
ILMA Compoundings May 2018 - 35
ILMA Compoundings May 2018 - 36
ILMA Compoundings May 2018 - 37
ILMA Compoundings May 2018 - 38
ILMA Compoundings May 2018 - 39
ILMA Compoundings May 2018 - BUSINESS HUB
ILMA Compoundings May 2018 - 41
ILMA Compoundings May 2018 - COUNSEL COMPOUND
ILMA Compoundings May 2018 - 43
ILMA Compoundings May 2018 - 44
ILMA Compoundings May 2018 - 45
ILMA Compoundings May 2018 - 46
ILMA Compoundings May 2018 - WASHINGTON LANDSCAPE
ILMA Compoundings May 2018 - Member Connections
ILMA Compoundings May 2018 - 49
ILMA Compoundings May 2018 - Cross Connections
ILMA Compoundings May 2018 - 51
ILMA Compoundings May 2018 - PORTRAIT
ILMA Compoundings May 2018 - Cover3
ILMA Compoundings May 2018 - Cover4
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