EDITORIAL WORKPLACE
“ At the organisational level, proactive prevention and effective management are not merely best practices, they are legal and financial imperatives. Key organisational strategies must include adopting zero-tolerance policies, conducting regular risk assessments, providing continuous training, fostering supportive and empathetic leadership, and establishing confidential, trusted channels for reporting and resolving grievances,” she says.
In addition, she said, under the Employment Equity Act and the Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace, employers are legally required to prevent and act against harassment and discrimination.
The Code establishes clear definitions of harassment, mandates comprehensive employer obligations, and details both vicarious and direct liability for failing to create a safe work environment.
What can organisations do?
Prof Schoeman says that creating a healthy workplace requires moving from a reactive to a proactive stance, which in turn requires a multi-faceted and continuous effort.
She outlined practical advice for companies to prevent toxic work cultures developing and act against harassment and bullying.
• Develop a zero-tolerance policy: A comprehensive, clearly communicated policy is the cornerstone of any prevention strategy.
• Training and education: Conduct regular, mandatory training for all employees and managers – particularly covering the definition of harassment, the company’ s policy and reporting procedures, and developing empathy in leadership.
• Ensure supportive and accountable leadership: Leadership must champion and model a culture of respect.
• Promote equality and diversity: Actively work to eliminate bias. This includes reviewing hiring processes, promoting pay equity, and increasing diversity at senior levels to ensure fair representation.
• Prioritise psychological safety: Cultivate an environment where employees feel safe to give honest feedback, ask questions and share ideas without fear of retribution.
Effective response and support mechanisms are critical for enabling employees to report abuse in confidence and safely.
• Establish safe and clear reporting channels: Provide multiple, confidential avenues for employees to report concerns, including anonymous options. This builds trust and encourages employees to speak up.
• Guarantee robust and fair investigations: Ensure that all complaints are investigated swiftly, thoroughly, and impartially, preferably by a trained third party. The process must be transparent and protect the confidentiality of those involved.
• Provide flexible work and support: Offer flexible working arrangements to help employees manage stress and improve wellbeing. Provide access to mental health tools and support.
“ The impact of unchecked harassment and toxic cultures is severe, affecting both individual wellbeing and organisational stability and performance,” says Professor Schoeman.“ Breaking the silence is vital for a healthy economy and society.” ■
84 SA PROFILE www. saprofilemagazine. co. za