The political and cultural climate surrounding workplace sexual harassment is evolving faster than many companies can address or adapt to on their own. Internal and external stakeholders (management, employees, customers, clients and business partners) have new and heightened expectations about what companies should be doing to prevent and respond to harassment—whether reported or not.

Moreover, recent public campaigns against sexual harassment and assault (e.g., #MeToo, Time's Up) reflect a sea change in how individuals make allegations, how the media covers them, and how the general public views the remedy or response. While corporate policies and practices have long recognized the need for public accountability, today's companies now must prepare for direct public scrutiny of how they address workplace sexual harassment.

Companies are best served by looking at this evolving climate through a proactive lens. Board members and CSuite executives should be asking the hard questions: To what extent is workplace sexual harassment present in your company? Are there structural impediments to individuals reporting harassment, or to your company effectively responding to such reports? Beyond baseline policies, procedures and training, what other interventions might help facilitate a culture of respect, diversity and inclusion?