Three Action Steps to Foster a Respectful, Harassment-Free Workplace Culture
Even though 98% of companies in the United States have a sexual harassment policy, a recent study finds that the majority of employees (58%) report having experienced some type of microaggression like racism or sexism in the workplace. The results of another study found that female agricultural workers are even more likely to experience sexual harassment than the general population, emphasizing the importance of addressing this issue for fresh produce companies.
Respectful, safe workplace cultures don’t just happen through good hiring or good intentions. Creating a harassment-free culture requires planning and action.
Give attention to these three focus areas to be sure employees in your company feel safe and thrive in a respectful workplace culture.
1. Clearly define your company’s standards and provide training to all employees.
Have a written policy that clearly defines acceptable and unacceptable behaviors. Focus more on the culture you want to create rather than behaviors you want to avoid. Provide training to ensure all employees understand what is expected of them and what the consequences are for breaking company policies.
2. Create an internal system for reporting harassment that guarantees zero retaliation.
While lack of negative reports or harassment accusations may present an image of a safe and respectful workplace, the truest picture is the one that surfaces when reliable systems for identifying and reporting harassment are in place.
Retaliation was the Equal Employment Opportunity Commission’s most frequently filed charge for multiple years, which demonstrates that though it is illegal, the threat of retaliation looms large. Make a commitment to anti-retaliation accountability from the top down and structure your company’s system to support the reporting employee.
3. Take all reports seriously by conducting investigations and taking timely action.
Thorough investigations into reports of sexual harassment should include interviews with all involved parties. Taking the appropriate action to address the issue with the offender in a timely way builds trust among employees.
The belief that disrespectful behavior toward women is often quickly addressed at a company means both women and men are happier in their roles, with 44% of women and 17% of men being less likely to think about leaving their company.
Incivility at work is bad for employee morale and bad for business. According to the Harvard Business Review’s report, The Price of Incivility, among workers who have been on the receiving end of incivility:
- 63% lost work time avoiding the offender
- 66% said that their performance declined
- 78% said that their commitment to the organization declined
Conversely, another study found that employees who are treated with civility are 71% more motivated to work harder.
The EFI Approach to Sexual Harassment Prevention
Equitable Food Initiative (EFI) can help put systems in place that build a respectful, harassment-free culture for your organization.
EFI Standards are written with a zero-tolerance policy for sexual harassment and discrimination. EFI’s workforce development program provides training in communication and conflict resolution, contributing to the deconstruction of biases and cultural assumptions. These soft skills are foundational for upholding a respect-filled culture throughout the organization.
Additionally, through a collaboration with Pacific Northwest Agricultural Safety and Health Center (a part of the University of Washington Department of Environmental and Occupational Health Sciences), EFI is proud to offer the fresh produce industry access to training resources like the ¡Basta! Prevent Sexual Harassment in Agriculture Toolkit. The toolkit was designed by and for the agricultural industry and includes training videos, facilitator guides, employer resources, posters, comics and more.
The EFI Model In Action
A respectful, safe workplace means more engagement, which leads to improved employee well-being and business benefits like higher productivity, retention and financial performance. Certified growers have seen the EFI model enhance workplace safety and the establishment of a reliably respectful culture for their organizations.
Amalia Zimmerman-Lommel, Director of Human Resources for Andrew & Williamson Fresh Produce/GoodFarms, asserts that the systems for reporting harassment that were established through participation in the EFI Program gave the company tools to follow through with establishing a harassment-free organization. “Before we started the EFI certification, I thought we were really good because I never heard of a sexual harassment case in any of our farms. But once we set up a platform where people felt they could speak up about situations where they had been uncomfortable, without the fear of retaliation, we found out it was happening,” said Zimmerman-Lommel. “Through the platform of our Process Improvement Teams* at each farm and packing shed we were able to address, investigate and resolve these cases.”
Completing the employee training, raising awareness and building trust in the system took time, but now, 8 years after the company’s first certification, GoodFarms has seen an increase in referrals for female family members and friends to work for their company and has gone more than a year without receiving a sexual harassment complaint.
Take action. Assess your organization’s systems and find out more about how EFI can help.
*EFI Leadership Teams are called Process Improvement Teams on Andrew & Williamson Fresh Produce/GoodFarms operations.
