Balancing the power in dating relationships
One SHRM study found that only 12 percent of the surveyed organizations provided training to managers and supervisors regarding how to manage workplace romances.
A good first step would be to advise supervisors and managers as to how they might discreetly address overt sexual behavior in the workplace.
If romance becomes sexual harassment, supervisors should know what to do to take immediate action.
As a result, comprehensive training should be implemented.
Other studies have reported a higher level of productivity from dating couples at work.
Considering the amount of time most people spend working, where else is a couple to meet?
That percentage is up significantly over the last fifteen years.
Many organizations forbid intimate relationships even outside supervisory relationships.
Traditional places like church, family events, and leisure time activities don’t present the same pool of candidates as they did in earlier times.
The workplace provides a preselected pool of people who share at least one important area of common ground.Powell, in the cited study, states, "that policymakers in most organizations believe that workplace romances cannot be legislated away and should be ignored unless they present a threat to the individual, group, or organizational effectiveness.