5 Reasons Your Ministry Needs an Anti-Harassment Policy

1.     Your people are worthy. 

Loving your neighbor and blessing your community starts with making sure your staff, volunteers and everyone in the ministry environment is treated with dignity and respect.  Having a robust anti-harassment policy in place, and training your staff and volunteers on that policy, is a critical means of communicating that your organization values your people’s well-being, not only their ability to get the job done.

2.     Harassment (and other bad behavior) happens. 

Your church or ministry is led and served by people, and people sometimes treat each other wrongly and make the work and ministry environment a difficult and discouraging place for others.  Whether the hurtful behavior is intentional, or a byproduct of thoughtlessness, you have an obligation to protect your staff, volunteers and others from harassing and harmful treatment, and to respond appropriately if a concern is raised. 

3.     Clear expectations enable accountability. 

As any parent (or teacher, coach, or business owner) knows, conveying clear expectations allows your organization to hold people accountable for their actions if they fail to meet those expectations. 

4.     The process matters. 

Even experienced and well-meaning managers and leaders face challenges receiving concerns and taking appropriate actions in response. More often than not, those who feel aggrieved or who have been accused are left believing they weren’t heard or treated justly.  A detailed reporting and response process, as an essential component of your anti-harassment policy, helps ensure fair treatment of all parties and creates accountability for leadership in its response to workplace complaints.

5.     Harassment, including sexual harassment, is against the law. 

As an employer, your church or ministry has a legal obligation to protect staff and others associated with your organization.  In addition to federal equal employment laws which require employers to take steps to prevent and respond to harassment and discrimination, many states, including New York, California and Delaware, require their employers to implement an anti-harassment policy and conduct training for employees. Other states, including New Jersey, are in the process of enacting similar mandates.  Having an anti-harassment policy in place, and engaging your employees and volunteers in interactive training on that policy, not only protects your people, but helps protect your organization.