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4 steps to take when responding to sexual harassment claims

Now, more than ever, companies and their boards must revisit and update existing sexual harassment policies to establish a more crisis-based response plan.

By Patricia E. Farrell | Updated on March 19, 2018
MeToo While accusations of sexual misconduct are damaging enough, not responding to such complaints is arguably just as destructive. (Photo: Shutterstock)

Reports of institutional sexual harassment and abuse have flooded newsstands for the last several months, wreaking havoc on the reputations of Hollywood big wigs and high-powered officials. Bolstered by the #MeToo campaign, a trickle-down effect has now ensued, encouraging thousands of victims to publicly share their stories.

These allegations, regardless of their merit, can cause lasting damage to an organization and its leadership team, and often exposes a host of related issues that may have otherwise gone unnoticed. With public scrutiny now significantly more intense, no member of an organization’s leadership team will be spared in the event of a scandal—especially its board of directors.

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