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Suggestion no. 2: Evenhandedly enforce your policy, without exclusion.

In the event that you determine that your particular policy is violated, enforce that policy -- regardless of offender's position within the organization! [Easier stated than done? Maybe. But consider the legal and worker relations consequences of accomplishing otherwise.]

Suggestion #3: Implement user-friendly harassment/discrimination interior problem and investigation procedures.

Provide multiple alternatives for registering complaints -- written, hot-line, in-person (e.g., supervisor, senior manager, HR) -- including one or more female and with as much variety possible
Designate (and train) male/female teams for complaint investigation

Suggestion no. 4: Communicate the policy and procedures.

Written down -- worker handbook, bulletin boards, email, memos, organization's website
Verbally -- brand new hire orientation, division meetings, one-on-one
Reinforce occasionally with in-person statements by senior management and supervisors that are immediate

Suggestion number 6: Train all employees:

The essence and scope of appropriate laws and regulations and your policy
Just how to keep from all kinds of discrimination and harassment
Just how to react (including complaint procedure) to harassment/discrimination

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