First of all, congratulations on being assertive and proactive on this issue. Showing concern for your employees' comfort and wellbeing is important. If you look at my most recent question from last week, I was in an almost mirror situation as you.

The internal employees support group is a great first start. Often having peers and management recognize such issue is the first step and a peer group could provide her the space she needs. Making management of the other members who are making such remarks aware is also very helpful. It show you being assertive and not afraid to "dodge" an uncomfortable problem. You, as a manger, have a duty to look out for your employees welfare and management on the other side have a duty to stop unprofessional behavior.

To take away from peers focus of she being solely a woman employee, having a clear company wide expectation / policy that prohibits harassment / behavior that intends to demean or intimidate others is a great step if not already in place. You want to avoid the focus of the problem being inappropriate not because she is a woman, but because abusive / harassing conduct is objectively unbecoming , no matter who the parties are.

Another solution our company recently implemented was a ethics hotline that provides the option for anonymity of the reporter. If this can be run by a external vendor, so much the better due to independence from company management.

First of all, congratulations on being assertive and proactive on this issue. Showing concern for your employees' comfort and wellbeing is important. If you look at my most recent question from last week, I was in an almost mirror situation as you.

The internal employees support group is a great start. Often having peers and management recognize such issue is the first step and a peer group could provide her the support she needs. Sometimes, employees may not feel safe in reporting abusive and harassing conduct because they do not have organizational support. However, these peer groups should not be used as a substitute for formal management / HR intervention if the offensive conduct is indeed serious and violates company policy. Colleagues without supervisory responsibilities should not feel as if they have to personally solve the problem, but acknowledging such problem, and being supportive is still very good.

Making management of the other members who are making such remarks aware is also very helpful. It shows you as being assertive and not afraid to "dodge" an uncomfortable problem. You, as a manger, have a duty to look out for your employees welfare and management on the other side have a duty to stop unprofessional behavior. A clear communication strategy from management or HR in these circumstances is also a tool on it's own accord and a powerful one, due to offenders knowing that management cares, rather than pushing incidents under the table.

To take away from peers focus of she being solely a woman employee, having a clear company wide expectation / policy that prohibits harassment and / or behavior intended to demean or intimidate others is a great step if not already in place. However, you want to avoid the problem being framed as inappropriate because she is a woman, but because abusive / harassing conduct is objectively unbecoming , no matter who the parties are or whether conduct is targeted towards them. Any derogatory comments , whether based on race, gender, ethnicity or other personal characteristics outside of one's control etc, are inappropriate in a professional workplace. For example, if a Hispanic person was called a spic or Chinese chink, you are well with your rights to object even if not a member if those groups.

Another solution our company recently implemented was a ethics hotline that provides the option for anonymity of the reporter. If this can be run by a external vendor, so much the better due to independence from company management.

Finally one thing you can do is to document each incident as your coworker relates them to you. Having a tangible trail of the inappropriate conduct helps you in case the offender were yo contest / deny such conduct ever took place.