It seems like everything has changed in 2020. The COVID-19 pandemic has touched virtually every area of our lives, and the changing paradigm of our workplaces is a huge example. When the shutdowns first occurred in March, forcing everyone home, there was a lot of grace for people just trying to figure things out. But six months into this alternative workplace arrangement, many companies are settling in to a routine which makes sense for the productivity of their company. One of the areas which has caused discussion and concern is that of sexual harassment.
While inappropriate behavior might be easily identified in person, it may be less clear if harassment has occurred on a video conference call with multiple parties. One recent situation included an employee changing his Zoom background to a photo of bikini-clad women. No one challenged him on the call, but he was reported to HR the following week.
When people are in their own home, do the rules of work protocol change? Most agree that while there should be allowances for some things – such as children playing in the background – that most rules which apply in the office should apply on a Zoom call. Therefore, employees are still expected to refrain from sexual innuendo or any conversation which may be considered offensive.
The issue of the backdrop during the Zoom call brings up another category of possible sexual harassment – can objects or photos in the background of one’s own home be considered offensive? The prevailing feeling at the moment is that if remote employees are calling in via Zoom to a work meeting, that the room they are calling from is their “office”, and therefore all of the same rules of conduct would apply. Along with sexual harassment concerns are other behaviors – employees must be appropriately dressed, for instance, and not be drinking alcohol during work hours.
The Zoom meetings sometimes can seem more casual and fun than a meeting in a conference room, so it can be easy to slip into inappropriate patterns. Still, moderators should remain vigilant, as a sexual harassment suit is no less damaging if it applies to a video conference.
Expert Tip: Unless strategically necessary, consider shutting down the online chat during the meeting. This helps to keep communication more regulated, without the distraction of a chat going on under those who are speaking.
More Important Points to Remember
- A culture of responsibility and accountability should be maintained for a remote workforce just as it is in a traditional office space.
- A clear set of rules and expectations should be added to the employee handbook and disseminated throughout the organization.
- Not only should employees understand what is considered to be unacceptable personal behavior, but also should be taught to both recognize and report behaviors which should not be tolerated.
- A clear chain of communication should be set up, so that the person reporting the sexual harassment understands what constitutes inappropriate behavior, who they should report the incident to (and how), and the procedure for bystanders to have access to reporting something they witnessed.
Whether employees are remote or in-office, a company has the responsibility to protect their workforce with consistent and clear sexual harassment policies. If you need help establishing these policies, writing an employee handbook, or have any other concerns regarding HR issues, call the professionals at People HR Solutions.
