Sexual harassment on the job can result in a variety of negative consequences. It can undermine the professional’s job performance and self-esteem. It can limit advancement opportunities that strain interpersonal relationships.
Businesses typically have to provide training for all new hires regarding sexual harassment. They also need to intervene in scenarios where workers make credible allegations of misconduct. Occasionally, those experiencing sexual harassment do not face mistreatment from coworkers but rather from customers or clients patronizing the business.
What steps can workers take to protect themselves from abusive interactions with customers or clients?
Document what occurs
Customers or clients might engage in quid pro quo harassment where they threaten to withhold gratuities or to complete a sale with another salesperson in reprisal for a professional rejecting their advances. They might touch or threaten workers.
Frequently, such interactions occur when there is no one else around. Service professionals, salespeople and others dealing with customers or clients may need to keep a detailed written record of the misconduct they experience from specific individuals. They may also want to make a point of sharing what happens with specific managers or coworkers so that others can corroborate their allegations.
Ask management for support
Ideally, managers or shift leads can intervene from the first time a client or customer does something inappropriate. An employee who feels uncomfortable due to unwanted touching or constant advances might ask a manager or supervisor to assign a different server or account representative to prevent continued harassment.
Having a worker of the opposite sex assume responsibility could protect the worker facing harassment. Workers generally need to document attempts to secure support from human resources or management in addition to customer or client misconduct to prove they have taken appropriate steps.
Secure outside support
If the business refuses to intervene as it should to protect the employee from client or customer sexual harassment, then the worker may need to take legal action. A lawyer could draft a letter informing the company of the issue and the inappropriate response thus far.
They can also assist the employee in pursuing a sexual harassment lawsuit. Particularly in scenarios where employees requesting support end up facing punishment or retaliation from their employers, legal action might be the best option available.
Customer sexual harassment can affect a worker’s mental health and possibly their income. Holding employers accountable for refusing to respond to workplace sexual harassment can minimize harm caused by entitled clients or customers.
