Safe Place to Work
“Safe Place for Women to work” is curating a list of safe workplaces for women with a mission to incorporate a safe, respectful, equal-opportunity environment at workplace for all. The aim of our survey is to evaluate organizations taking into consideration the safety and opportunities they provide their women employees. We would be covering organizations from different sectors and geographies to understand and bring-forth the strengths and weaknesses of these companies. Encouraging them to rectify their errors, before it is too late.
Women no longer want to stay silent about their harassers. They don’t even care that the public would troll them on how long back the episode had happened. They want an exit for their pent-up emotions, no matter the outcomes. Some very well know they might not be able to gather proof or witnesses and back their allegations. But movements like #MeToo have not been about proving the Sexual Harassment incidents. The women finally want to ‘be understood.’ The women need a ‘voice’ that would boom across the nation, the world, and the social media platforms present that.
The need of the hour is that every workplace must choose robust frameworks to counter any possible harassment or discrimination against women, with policies including every aspect of employment. From this, any alleged harassment must be treated with zero tolerance. This should be a key point of every position, department, and business to ensure the safety and honor of colleagues.
This not only works to safeguard employees but to protect the business as a whole. Making sure this framework of protections helps us instill the business’s dedication to women’s safety as a primary point for every employee and leader. Offering this as an agreement between employer and employee is fundamental to protecting both and the workplace they share.
This should not be just a legal document of workplace responsibilities and guidelines – it must be a testament of workplace absolutes to be referenced regularly. Such a framework, and the ethos following it, should be considered essential to the DNA of each business; a script of ethics, safety, and self-esteem. It is those three points that will vital to seeing the long-needed change come.
Today the business needs to focus on this section because women now contribute equally towards the success of any organization. Companies need to take the first step to assess the extent of the issue. Every organization spends on Sexual Harassment compliance because the law mandates it. Still, the organization does not test the effect of these expenditures. Is the expense justified? How do you know Sexual Harassment is decreasing? Do you have a mechanism in place that can assess this spend and its benefits? There is a need to conduct surveys so that the companies know where they stand and how compliant they are and make a difference in their employees’ lives, especially women.
The benefits that these badges include are receiving a professionally prepared customized and comprehensive report of the survey results, receiving a score on the safety quotient of your workplace, knowing if your women employees feel safe, and to what degree, the satisfaction that the report is confidential, and the survey data are anonymous, getting a chance to be among the top finalists, and therefore recognized in the industry, building your brand value with your employees and your clients, and all of the above achieved by a survey curated by expert panelists and administered by rainmaker training, a leading firm with credibility in the industry.
With the advent of the #MeToo movement, extensive sexual assault and harassment reports revealed the unsafe and hostile workplaces that women frequently experience in every industry across the nation. Research from Lean In and SurveyMonkey state that 57 percent of working women have undergone some form of harassment in the workplace, sidelining their security and their career progression.
While 71 percent of businesses have reviewed their sexual harassment policies, women in the workforce continue to face widespread sexual harassment. MarketWatch reports that numerous human resource professionals saw no obvious changes in behavior, while the Equal Employment Opportunity Commission saw a notable rise in sexual harassment complaints over the past fiscal year.
Ever since women took up the responsibility of working, sexism and harassment have stopped them from moving ahead. A slew of research confirms this to be true. The 2018 Hiscox Harassment Study displays that 78 percent of accused harassers are men, and 73 percent are in a position of power or senior to the accuser. Research from the Harvard Business Review states that harassment is more widespread in workplaces where men hold the most managerial positions.
To prevent the negative cultural effects of this hierarchy, a Lean In report advises that organizations hire and promote qualified women, not just in leadership posts but across the board. Harassment is less prone to occur when women are well-represented in “core” jobs and hold areas of influence. IBM and Starbucks are two organizations that have been recognized for doing exactly that. Gender prejudice and power imbalances are more efficiently controlled when more women can fight higher estimates for equal rights in the workplace.
A focus on adopting the right thing is starting to be identified as good for businesses, too. Companies that concentrate on promoting more gender equality at the top can nourish more collaborative teams, encourage innovation and even make more money.
Businesses interested in finding more effective anti-harassment policies witness success with innovative approaches like workplace civility and witness intervention training programs. This training help employees learn how to identify, intervene, report, and show empathy to victims of assault. Research shows it raises awareness and improves attitudes, and urges bystanders to stop assaults before they happen. It also assists survivors in reporting and finds support after they encounter harassment.
It is obvious that physical and emotional safety is important for a healthy and productive workplace. What’s perhaps not so prevalent is how an office’s design can drastically impact worker safety.
Private spaces, for instance, allow workers of all genders to have emotional moments, contemplate or take a breather. Too much privacy, however, can be confining and decrease an employees’ access to help if harassment happens. Therefore, some private places or offices are often created with transparent features like glass walls and bright lighting. These designs enable professionals to stay visible during meetings where someone who feels awkward alone with a particular coworker won’t feel as uneasy or trapped.
All businesses have a legal and moral responsibility to guarantee that their employees are protected and able work without fear of emotional, physical, or mental harm. Businesses that consciously combine, adjust and support gender-equal policies, systems, and spaces are much more likely to encourage this kind of environment. And when organizations provide safer environments, they can assist create more positive workplaces that provide cooperation and help everyone bring their best-self forward.