As the realities of harassment loom large in the court of public opinion, employers are re-examining internal policies and procedures. Legal responsibility has evolved to include reputation and brand, all of which are at risk when intolerable behavior proliferates in the absence of proper investigative, disciplinary and corrective protocols. No organization wants to be called out with the next Me Too hashtag.

Acknowledging procedural deficits in reporting and addressing workplace misconduct allows an organization to evaluate what is working – and what isn’t. Along with organizational training on behavioral best practices, employers have the opportunity and responsibility to create a workplace culture that prioritizes respect and establishes resilience throughout the workforce.

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