{"id":86089,"date":"2023-05-02T00:05:45","date_gmt":"2023-05-02T04:05:45","guid":{"rendered":"https:\/\/www.21cpw.com\/?p=86089"},"modified":"2023-05-02T00:05:45","modified_gmt":"2023-05-02T04:05:45","slug":"eeoc-issues-promising-practices-for-preventing-harassment-in-the-federal-sector","status":"publish","type":"post","link":"https:\/\/www.21cpw.com\/eeoc-issues-promising-practices-for-preventing-harassment-in-the-federal-sector\/","title":{"rendered":"EEOC Issues “Promising Practices for Preventing Harassment in the Federal Sector”"},"content":{"rendered":"
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April 20, 2023<\/span><\/strong>
\nWASHINGTON \u2013The U.S. Equal Employment Opportunity Commission (EEOC) today issued a technical assistance document, \u201cPromising Practices for Preventing Harassment in the Federal Sector<\/span><\/a><\/strong>,\u201d which provides practical tips for preventing and addressing harassment within the federal civilian workforce.<\/p>\n

\u201cThe EEOC remains committed to combating workplace harassment on all bases and providing federal agencies with the tools they need to advance anti-harassment efforts,\u201d said EEOC Chair Charlotte A. Burrows. \u201cThis document will serve as a valuable resource to help agencies prevent and remedy harassment and will assist in their efforts to update or revise agency policies and programs.\u201d<\/p>\n

Since fiscal year 2018, more than half of federal sector equal employment opportunity (EEO) complaints include an allegation of harassment. This technical assistance document builds on the work of the 2016 Report of the Co-Chairs of the EEOC’s Select Task Force on the Study of Harassment in the Workplace<\/span><\/a><\/strong> and the 2017 Promising Practices for Preventing Harassment<\/span><\/a><\/strong>. Many of the practices identified in the new technical assistance document may also be helpful to employers outside of the federal government.<\/p>\n

\u201cHarassment prevention remains a high priority for the EEOC and the Administration,\u201d said Dexter Brooks, Associate Director of the EEOC\u2019s Office of Federal Operations. \u201cThis technical assistance document furthers our efforts to identify and address potential harassment. It also supports Executive Order 14035<\/span><\/a><\/strong>, which asks federal agencies to address workplace harassment and foster inclusive cultures that do not tolerate harassment. The practices outlined in this document aim to assist federal agencies in continuing their efforts to be model employers.\u201d<\/p>\n

This document discusses practices required by Equal Employment Opportunity Management Directive 715<\/span><\/a><\/strong> (MD-715), which details measures federal agencies must implement to establish and maintain an effective equal employment opportunity program, as well as additional promising practices recommended by the EEOC. Although federal agencies are not required to adopt the additional recommended practices, they are encouraged to consider adoption to strengthen their anti-harassment programs, help prevent workplace harassment, and promote effective compliance with the law.<\/p>\n

The document provides recommendations in four main areas: 1) leadership and accountability, 2) comprehensive and effective anti-harassment policies, 3) effective and accessible anti-harassment programs, and 4) effective anti-harassment training.<\/p>\n

Highlights include promising practices to help agencies increase commitment and accountability in their anti-harassment efforts and develop a comprehensive anti-harassment program:<\/p>\n