• Skip to main content
  • Skip to primary sidebar
  • Skip to footer
  • File a Report
  • Check Report
  • Client Login

Red Flag Reporting

Protecting Organizations & Their People

  • Home
  • About RFR
    • Our Team and Expertise
    • Who Do We Help?
    • Published Articles
  • Services
    • Hotline Service
    • Compliance Services
  • Benefits
    • Protect Employees
    • Protect Your Reputation
    • Protect Your Bottom Line
    • Manage Cases with Ease
  • Blog
  • Get Started
    • FAQ
    • Request a Demo or Quote
  • Contact Us

December 13, 2017

Regarding the Era of #MeToo

Share on LinkedIn Share
Share on Facebook Share
Share on TwitterTweet

I came across an article in the New Hampshire Business Journal addressing the onslaught of allegations that are coming to light regarding sexual harassment. The writer, Charla Bizios Stevens, who chairs the Employment Law Practice Group at McLane Middleton, writes, “Recently, two Equal Employment Opportunity Commission (EEOC) commissioners said that visits to the sexual harassment pages on the organization’s website had increased fourfold since the Harvey Weinstein scandal broke.” I’m not surprised. Curious individuals are anxious that their own behavior could be grounds for firing while others are wondering if something they deemed “appropriate” long ago, is, in fact, not the case. More and more sexual harassment allegations will be brought forward, so employers need to be ready on their end as to how they will take action when someone is reported and what measures they can take with employees to ensure this kind of behavior is not tolerated.

Training related to sexual harassment over the past 30 years, the article mentions, has been ineffective (obviously).  This may be because companies complete these trainings to minimize legal risks instead of getting the main points across. The EEOC commissioners stated that “ineffective training can be unhelpful or even counterproductive.”

So, what can organizations do to create “holistic cultures of non-harassment?”  Consider these points:

  • Hold employees accountable for their role in the prevention of harassment
  • Tailor training to fit the needs of the organization and its employees
  • Use hypothetical scenarios that are relevant to the employee’s work field and work space; avoid generic scenarios that employees do not relate to
  • Engage employees via trainings that are in-person, rather than web-based
  • Offer by-stander intervention trainings, civility trainings, and create a general culture of mutual respect
  • Ensure an employee hotline is in place that can give employees means to report inappropriate behavior, anonymously if necessary

Looking for an employee hotline service provider?  We can help.

Share on LinkedIn Share
Share on Facebook Share
Share on TwitterTweet

Filed Under: Employee Hotline, Harassment

We are Red Flag Reporting

We offer ethics, safety and fraud hotline / case management solutions to our clients via the web, over the phone and through other methods. Trusted by organizations large and small in 50 countries, we can help you!

We are an Ethics Hotline Service Provider
Find Out More  Get a Quote

Primary Sidebar

Hotline and Web Portal

We are an Ethics Hotline Service Provider

Get a Quote

We offer ethics, safety and fraud hotline / case management solutions to our clients via the web, over the phone and through other methods. Trusted by organizations large and small in 50 countries, we can help you!

6 Steps to Preventing COVID-19 OSHA Complaints

Responding to COVID-19 has been exhausting for …

[Read Article...] about 6 Steps to Preventing COVID-19 OSHA Complaints

New EEOC Employment Trends Data Tool

The EEOC released a press release in December, …

[Read Article...] about New EEOC Employment Trends Data Tool

Developing an Authentic Workplace Culture

All organizations have a culture whether or not it …

[Read Article...] about Developing an Authentic Workplace Culture

Footer

Follow Along

  • Facebook
  • LinkedIn
  • Twitter

Red Flag Reporting

Red Flag Reporting provides compliance and ethics hotline services and case management software solutions to organizations seeking to promote safe and ethical behavior.

Reach Us

Red Flag Reporting
P.O. Box 4230, Akron, Ohio 44321
Contact Us

(Sales Office only – not a reporting line)
Tel: 877-676-6551
Fax: 330-572-8146

Copyright © 2021 Red Flag Reporting all rights reserved. All other trademarks and copyrights are the property of their respective holders.

  • Red Flag Reporting – Ethics, Fraud and Whistleblower Hotline Service
  • Contact Us
  • Privacy Policy
We use cookies on this website. These cookies are used to collect information about how you interact with our website and allow us to remember you. We use this information in order to improve and customize your browsing experience and for analytics and metrics about our visitors. This information is not used as part of the concern reporting process.I acceptPrivacy Policy