b'WOMEN IN THE WORKPLACE also to taking their family pet to the vet. Of course, this should allIfurtherexplainthatbehaviourthatmakessomeone be within reason. uncomfortable may not be blatant harassment, but it is still worth Aggregate companies should be looking after the well-being oftalking about. I also listen very closely when they tell me about an their workers and be willing to work with them. A workerinteraction they had with another worker. Sometimes coming in with a flu, or who has been up for nightspeopletalkaboutanuncomfortablesituationbut withtheirnewborn,orwhojustlosttheirdont directly state it.parent,isdistractedanddisengaged.ThisAvenues:If there is conflict at the work-person represents a hazard to themselvesplace, in what ways can we work through and others and may need a day to rest andthat conflict?recover.Wherepossible,IamafanofLauren:Listeningiskey.Askwhat rotating teams in areas. It is beneficialsortofrestitutionthecomplainants tohaveasinglecrewworkasingleare looking for and assess whether it is jobsiteorpieceofequipment,butreasonable. Usually what both sides are then you are unable to accommodate.looking for is understanding.HavingarotatingworkforcecanTypically, when a harasser has made createafreshenvironmentforsomeoneuncomfortable,theybecome workers, reduce chronic workdefensive and work to explain themselves injuriesfromchangingtasksby saying things like I was just paying them andallowsomeflexibilitya compliment or I didnt mean it that way. topullworkersfromwell- Itisimportantthattheharasseracknowledges staffed crews to supplementthat though it was not intended, it made the person understaffed crews. uncomfortable. It is equally important for the complainant to Avenues: In what ways canfeel that way.acknowledge that it may have been unintentional to make them new employees and employers beproactivewhenwelcoming women to their workplaces? Lauren: When I first started, no one sat me down one on one and told me there was zero tolerance. It was stated in their workplace policies, but there was no follow-up on who to go to, or examples of past events. Few workplaces give this the time or the emphasis it deserves.When I have new employees starting, male or female, I change the tone of my voice and look them directly in the eye and tell them that I have zero tolerance for harassing behaviour from them or any directed at them. Absolutely zero. I tell them they can come to me or I give them another name in the event that I am the source of the harassment. I also give them a third name in the event that it is coming from the department. When I have new employees starting, male or female. I look them directly in the eye and tell them that I have zero tolerance for harassing behaviour from them or directed at themFALL 2019AVENUES 15'