Is a question that came up during a recent series of sexual harassment trainings - twice. A professional services firm and a creative services concern both had the same issue and question.
So, what do you do if the work itself causes employees to feel uncomfortable or might create a hostile environment?
The first thing, is to be sure to have a workplace where the concern can be raised openly and honestly. Employee relationships to their managers where those who may be uncomfortable can confidently raise the issue without fear of retaliation.
To create that environment requires ongoing, open and honest dialogue between employees and managers that covers issues of work expectations, job performance and those “topics we would rather avoid.”
Once the issue has been raised, the manager should look for ways that the employees can still contribute to the project without necessarily having to view, read or interact with the most offending materials.
For instance, the professional services firm had an intellectual property question. “Do these video tapes encroach upon copyrighted materials?” The video tapes were pornography. Somebody had to review the content of tapes. The answer was to explain to the project participants the issue at hand and find someone who was willing to volunteer to review the material - rather than just assigning it to somebody or assuming that the work had to be divided exactly evenly. All of this conversation and negotiation needs to happen before anybody looked at any of the tapes.
Third, if someone opts-out of some aspect of the work because he/she is offended, be sure that that accomodation is not cited at performance review time as a negative.
But once again, it requires managers to take the lead and engage in some Courageous Conversation with their employees.
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