Recently, I was facilitating a course on anti-harassment and was asked if I supported zero tolerance harassment policies. Frankly I think I surprised myself as much as the rest of the class when I vehemently responded, “absolutely not.”
Before we go any further, let’s define what a zero-tolerance policy means. It does not mean that organizations tolerate inappropriate behavior. In my book, zero-tolerance means that any employee who violates a harassment policy will be terminated. Is that really a bad thing? Yes, and here’s why. Zero tolerance policies can:
Are there times when termination is the right choice? Absolutely, especially for repeat, grievous, physical, intimidating, and intentionally offensive actions. Those behaviors have no place in the workplace and, when verified, should result in termination.
Working effectively with others is an ongoing learning experience. It’s often messy and confusing. As humans, we certainly aren’t going to get it right every time. What we should be is genuine, caring, and able to learn from our many mistakes.
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None of the testimonials and video presentations, relate to the provision of investment advisory services.
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