Two years ago, Time Magazine’s Person of the Year was the silence-breakers of the #MeToo movement. In late 2018, in response to the movement, many U.S. state laws came into force requiring sexual harassment training and policies for employers. For instance, in New York, most employers are now required to implement an anti-harassment policy as well as delivering “interactive” anti-harassment training.
The public, regulator, and shareholder expectations for companies are sky-high when it comes to preventing and responding to sexual harassment. What can you do to protect your company in 2019? Start with these five actions.
1. Define Who is in Charge
In most companies, sexual harassment complaints are dealt with by the human resources team. However, the new laws are mandating policies and training – frequently topics owned by compliance. Additionally, investigations into whistle-blower complaints relating to sexual harassment may fall into the murky area between HR and compliance.
Get ahead of the problem by defining roles. Pro-actively talk to HR, as well as to your investigations team (if you have a separate function) so that it is clear who is in charge of which actions. Like data privacy or modern slavery, the response to this compliance risk can’t live just in the compliance department. A multi-functional approach is best, so get people together and make a plan.
2. Add Questions to Your Engagement SurveyRead More