The 2017 #MeToo movement served as a major call for employers across the nation to readdress their lacking harassment policies. Time after time, we were shown that workplace sexual harassment is not even close to being a thing of the past. With this in mind, I wanted to share an article that highlighted some key tools to reducing workplace harassment of all forms. I came across “A Preview of Proposed EEOC Enforcement Guidance and Effects of #MeToo” written by Kristen Scheurer Branigan and Jessica Stein Allen. The strategies discussed in the article come from the EEOC’s proposed 2017 Enforcement Guidance on unlawful Harassment and their published guidelines, “Promising Practices for Preventing Harassment.”
Although I usually summarize my findings in this blog, I did not find it appropriate to simply gloss over a topic as serious and far reaching as workplace harassment. I strongly encourage you to read this article for yourself to kickstart the process of reviewing the policies of your own organization. While referencing this article, I recommend taking special note of the suggested guidelines for training, reporting complaints, and investigating cases. You will also see references to “fully resourced harassment complaint systems.” If you find that your organization is lacking a comprehensive, secure, and anonymous way of reporting unethical behavior, consider how implementing a reporting hotline such as Red Flag Reporting can easily and thoroughly address this concern. As always, we are here protect your organization and its people.
See the article here .
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