Third Party Sexual Harassment

Understanding different types of harassment including third party sexual harassment is essential to combat such act in the workplace effectively. Find out what does it mean by third party sexual harassment and the impact it can have on employees and organizations. As HR professionals, it’s vital for you to raise awareness and provide actionable steps to create a workplace that’s free from all kinds of harassment.

Definition and Examples of Third Party Sexual Harassment

Third party sexual harassment refers to the situation where an external party, who is not affiliated with the organization, engages in sexual behavior that is unwelcome, offensive, or coercive towards an employee. Some instances of third party sexual harassment are: a customer making improper remarks or actions towards a salesperson, a vendor demanding sexual favors from an employee in return for business deals, or a contractor exposing an employee to unsolicited sexual advances while working on a project.

Legal Implications

Employers are legally required to ensure a work environment that is free of sexual harassment, both from internal and external sources, under different employment laws. In many places, employers can face legal consequences for the behavior of third parties if they do not take proper measures to stop and resolve such harassment. This involves establishing policies, conducting training, and quickly looking into and dealing with allegations of third party sexual harassment.

Impact on Employees

Third party sexual harassment can have significant negative effects on employees, including emotional distress, anxiety, decreased productivity, and a hostile work environment. It can also lead to turnover, as employees may feel unsafe or uncomfortable continuing to work in an environment where such harassment is tolerated.

Prevention and Addressing Third Party Sexual Harassment

To prevent and address third party sexual harassment, organizations should:

1. Implement Policies and Procedures

Develop comprehensive policies and procedures that clearly define and prohibit third party sexual harassment. These policies should outline reporting mechanisms, investigation procedures, and consequences for offenders.

2. Training

Conduct regular training sessions for employees to educate them on what constitutes third party sexual harassment, how to recognize it, and how to respond and report incidents. This training should also include information on the organization's policies and procedures.

3. Reporting and Investigation

Establish a clear and confidential reporting mechanism for employees to report incidents of third party sexual harassment. Ensure that all reports are taken seriously, promptly investigated, and appropriate actions are taken to address the situation.

4. Collaboration with External Parties

Establish relationships with relevant external entities, such as law enforcement agencies or legal counsel, to seek guidance and support in handling third party sexual harassment cases when necessary.

Conclusion

In conclusion, third-party sexual harassment refers to instances where individuals experience unwanted sexual advances, comments, or behavior from someone outside of their workplace, such as clients, customers, or vendors. It is essential for organizations to have policies in place to address and prevent third-party sexual harassment, as it can have severe consequences for both the victims and the reputation of the company. By creating a safe and inclusive work environment, employers can ensure the well-being and productivity of their employees while fostering a culture of respect and equality.