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How to avoid the pitfalls of a bad sexual harassment policy

The recent national spotlight on accused sexual harassers and the widespread #MeToo social movement have sent companies scrambling for advice on how to address the imbalance of power that protects workplace abusers.

By Erin Mulvaney | Updated on November 27, 2017
The costs of sexual harassment can include millions of dollars in settlements, low employee morale, high-job turnover, increased sick leave, decreased productivity and reputational loss. (Photo: Shutterstock)

The recent national spotlight on accused sexual harassers and the widespread #MeToo social movement have sent companies scrambling for advice on how to address the imbalance of power that protects workplace abusers.

Big names—Harvey Weinstein, Bill O’Reilly, Roger Ailes, Charlie Rose and others—are dominating the headlines after women stepped forward with claims that in some instances go back decades. The U.S. Congress has  looked into its own practices. No industry or government body appears to be immune.

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