While diversity has been a welcome and much celebrated addition to our nations’ workforce, its entrance in many work environments has not been an easy one.

The Society of Human Resource Management just published a brief article on the "Prevalence of Office Slurs" affecting race, ethnic, age and…yes, still gender, stating that the incidence of inappropriate sexual remarks rose 4 percent in the last year. While it would be great to believe that the primary protector of workforce laws are your human resources representatives and executive leadership, these individuals may be the reason why the slurs continue.

In a recent interview with a well-respected search firm in Washington, DC, the principle shared that a recent search for a CFO was the result of blatant and ongoing harassment that eventually resulted in the termination of this high level individual. Typical to the situation however, the behavior went on far too long as the expense of replacing his position was much dearer than had the persons directly affected left for other jobs. As a result, the cost to the organization shot way up due to losses in human capital, his replacement cost and the output to identify a new candidate.

It is just plain difficult for the Human Resources function to point the finger at leadership as the perpetrator, yet many young, inexperienced and uninformed professionals continue to find it perfectly acceptable to demean and diminish others as they steadily rise in power.

So what can you do if you are constantly getting hassled on the job. Here are a few tips to consider:

1. Document the incidences. Be aware of other staff that may be in earshot and can commit to witnessing the inappropriate behavior and are willing to speak up on your behalf.
   
   
2. Keep the evidence. Save emails, gifts, notes, anything that is over the line when it comes to unwanted sexual advances.
   
   
3. Address the behavior. When you hear anyone state to you or to another something that you know is totally inappropriate, unwarranted or illegal in nature, tell this individual immediately that their behavior and language is unacceptable in the workplace and unacceptable to you.
   
   
4. Forget the fear. More and more organizations realize the value of their human capital and are not willing to put up with renegades who create problems with workers and increase attrition, and costs.
   
   
5. Once you know you have enough to go on, do the research so when you eventually speak to someone in authority or in HR you can address the specific compliance that is being ignored within the workplace. Most organizations have policy manuals stating both the company policy and the Federal acceptable guidelines for workers.

While fear of retribution is often the reason that this behavior continues, you must overcome this fear and address the issues not only for your own wellbeing, but everyone who has a right to a peaceful and safe working environment. If you feel that you have a significant case, (one that is affecting more than just you) contact your local state agency that can assist in providing information and if needed legal assistance.

The office of Civil Rights, Fair Employment Practices or the ACLU are good resources to gather information. While these may seem extreme measures, consider your personal situation carefully to see how willing you are to follow-through and how many others that may be affected are willing to speak out.