A 15-Point Plan for Boards and CEOs to Eradicate Sexual Harassment in Their Organizations
- Establish accountability.
- Immediately request an audit of every open case of sexual harassment and a 5-10-year look-back of every closed, settled, sealed or discarded case ever brought to the organization’s attention.
- Introduce a sexual harassment hotline that bypasses HR, is administered by an outside provider, and is reported directly to the board.
- When a credible accusation is made, the accused should be put on a paid leave of absence while an investigation ensues.
- Do not dismiss, deny, defend, or blame the victim.
- Maintain and defend a pristine due process.
- Make it explicit in every way you can that harassment, abuse, or misbehaviour will not be tolerated.
- Be proactive.
- Put incentives in place.
- Clarify the role of HR in sexual harassment cases.
- Promote a “see something, say something” environment.
- Conduct bystander training throughout the organization.
- Leaders should actively protect someone that might be in danger.
- Get more women on boards and in C-suites.
- Beware of backlash.
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