1. Have a thorough and stringent hiring process
First and foremost, if your restaurant is attracting the wrong type of employee then you are starting off on the wrong foot. Ensure that you have a thorough vetting process and that all your potential employees backgrounds are checked – where have they worked before? Why did they leave their last place of work? Don’t use the mantra of hire first and ask questions later! You don’t want to be asking the question of “Why did you think it was appropriate to try and….” 3 months down the line when you have hired that person ill-advisedly!
2. Consider alternating shift patterns
3. Ensure managers are trained to deal with sexual harassment issues
In a restaurant environment the owners and managers must set a good example. They must also know how to deal with a sexual harassment case. If your restaurant manager(s) work against sexual harassment and have the right attitude, this will make the whole process that much easier. Consider looking at safeguarding courses – this type of training course teaches people about appropriate behaviour in a whole host of different environments such as restaurants and schools. Arming your managers with knowledge can avoid many sticky situations and help them police their staff.