MUNCIE, Ind. -- Even with all the attention focused on sexual harassment, many companies still do not have policies to deal with the issue, says a Ball State University professor.

Failure to develop written policies to police sexual harassment claims could cause a firm to be legally liable for monetary damages, said Brien Smith, a management professor specializing in human resources.

"Despite all the stories in the media, sexual harassment is still a taboo subject," Smith said. "We don't like to talk about it because it isn't a pleasant subject. But, it is still prevalent in today's workplace.

"Management must stop it in order for the office or factory to be a good place to work," he said. "If you don't have a policy, you can be held legally and financially liable for large sums due to civil suits."

Surveys place the number of individuals claiming to have been sexually harassed at 20 to 40 percent, Smith said. He said a business can protect itself from sexual harassment charges and improve workplace conditions by doing the following:

• develop a policy which is consistent with the law.
• establish procedures for reporting, investigating and punishing offenders.
• assign sexual harassment officer(s) to keep employees updated about changes in related laws. This person would also serve as the individual who would do the majority of investigating and handling reports.
• educate all employees about harassment issues.

"The sexual harassment officer is just like the wellness representative or the charity person," Smith said. "In a large corporation, one person would be responsible, but in a small business one person would simply add more duties. Workers in small firms often wear many hats, so lack of manpower cannot be used as an excuse to avoid this issue."

He said education is the real key to reducing and eliminating harassment in the workplace.

"Employees must know the difference between being friendly and harassment. They also must know that they have an avenue to stop the harasser."

Smith said while a charge could disrupt a firm's cohesiveness, the issue must be addressed. The days of the "good old boy office" are dying, allowing for people of different races and sexual preferences to show their strengths within the workplace.

"You must have diversity in the workplace because it makes a company stronger," Smith said. "It is in the best interests of a business to have a diversified staff because not all positions can be filled by one gender or race.

"If someone is offended by prohibiting sexual jokes, then that is not the type of person you want on your team," he said. "I think we are past the days when older white males do not think the rules apply to them and that women are there to be used."