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A clear position on sexual harrassment is important to ensure that staff, suppliers, and business partners understand your expectations as a business. These are typically included in a sustainability statement as well as in employment policies, employee handbooks, and staff training. Ideally, an organisation should take a firm stance and have a zero-tolerance approach to sexual harrassment and workplace violence. The policy should explain what channels are available for employees, contractors, and agents to report incidents. The procedures for responding to incident reports should be sensitive to the emotional and physical vulnerability of the affected staff members and should include confidential and anonymous reporting options. Management should be trained on how to deal with these sensitive incidents. Some organisations go the extra mile to help employees who are victims of domestice abuse.