Here is what you can do as a manager
As a manager it’s important that you know how to address offensive behaviour, bullying and sexual harassment.
Offensive behaviour and bullying are often based on unresolved conflicts; therefore you should also be able to resolve work-related conflicts. If you address conflicts and take the difficult conversation, it can help prevent bullying.
- Listen to your employees and take reports about bullying seriously.
- Be a role model. As a manager you can set an example for your employees.
- Make sure that new employees receive a proper introduction.
- Make sure there is a clear division of responsibilities and tasks.
- Be clear and concise in your communication. Focus on communication, including the tone of communication, and work culture.
- Stress that offensive behaviour, bullying and sexual harassment is unacceptable in a policy for dealing with bullying and through your actions.
- Intervene if you observe bullying, sexual harassment or other offensive behaviour.
Make sure that you can manage and resolve conflicts before they lead to offensive behaviour, and that you know how to deal with specific cases of offensive behaviour, bullying and sexual harassment, for example through continuing training.
Draw up a policy for offensive behaviour
A policy for dealing with offensive behaviour expresses the workplace’s view on offensive behaviour, bullying and sexual harassment and describes the procedures for dealing with offensive behaviour, bullying and sexual harassment.
With a policy for dealing with bullying, you can act quickly in cases of offensive behaviour, bullying and sexual harassment.
It describes procedures and who is responsible for resolving the matter and has the competences to do so. Even if you have a policy for wellbeing or for appropriate behaviour in general, you should still have procedures for dealing with specific cases of offensive behaviour, bullying and sexual harassment.
The policy can be part of your general staff policy, and you can introduce it at a staff meeting or on the intranet.
You should also introduce new employees to the policy. Draw up the policy together to create a sense of ownership.
The policy should contain:
- A statement that management does not accept offensive behaviour, bullying and sexual harassment at the workplace.
- A definition of offensive behaviour, bullying and sexual harassment.
- Reference to legislation and regulations on offensive behaviour, bullying and sexual harassment.
- Procedures for how to deal with cases of offensive behaviour, bullying and sexual harassment.
The procedures should contain the following descriptions:
- Who to go to if you’re exposed to offensive behaviour, bullying or sexual harassment, or if you see a colleague being exposed to such behaviour.
- How to address reports about offensive behaviour, bullying or sexual harassment.
- The consequences for the perpetrator.
- The support, advice and counselling we can offer those affected by offensive behaviour, bullying or sexual harassment.
Talk about the tone of communication
Respectful communication and focus on communication help prevent offensive behaviour, bullying and sexual harassment and are a good basis for collaboration. It can be a good idea to talk about how you address one another, what signals you give with your body language, or how your work efforts and tasks affect each other.
Use the staff meeting
You can use a staff meeting to talk about what constitutes offensive behaviour, what makes communication good or bad, and how to be respectful in your communication. You can also use the meeting to reach a common understanding of how you are behaving towards each other – and how you should behave.
Increased focus on respectful and constructive communication can lead to fewer conflicts and prevent offensive behaviour. You can start the meeting by showing the short film about offensive behaviour at the top of this page.