loader
Page is loading...
generic_insight_detail

What will really move the needle in improving harassment prevention?

William Nolan

William A. Nolan

Partner
Columbus Managing Partner

I just published an article in the Ohio State Bar Association Labor & Employment news examining which of the hot topics of discussion in the wake of #MeToo are likely to actually decrease workplace harassment.  The question is not whether it is a good idea to improve harassment prevention – even most employers that have done an excellent job complying with their legal requirements and promptly addressing complaints believe there is unreported harassment out there and they want to  find it. The question is what will actually work?  In the article, I submit that the two popularly identified villains to date – arbitration clauses and non-disclosure agreements – may not really be the path to reducing unreported harassment.  Rather, I submit two things that are most likely to really change workplaces:

  • Rethinking the once-a-year, come-to-HR or watch-a-video training model, including with more frequent smaller touches that match our attention spans and are more likely to keep prevention top of mind.
  • Developing reporting mechanisms and other ways to be aware of harassment situations short of the formal, naming names report on which employers have often relied to initiate an internal inquiry.
Click here to read the full article, and let us know your thoughts.

LEAVE YOUR COMMENT

RELATED ARTICLES

Constructive discharge case reaches the U.S. Supreme Court

May 21, 2015 | Employment Discrimination, Currents - Employment Law

EEOC to Consider “Best Practices” for Prevention of Workplace Harassment

January 9, 2015 | EEOC, Workplace Culture and Conduct, Currents - Employment Law

Supreme Court Requires But-For Causation in Title VII Retaliation Claims

June 25, 2013 | Employment Discrimination, Currents - Employment Law

Subscribe

Do you want to receive more valuable insights directly in your inbox? Visit our subscription center and let us know what you're interested in learning more about.

View Subscription Center
Trending Connect
We use cookies on this site to enhance your user experience. By clicking any link on this page you are giving your consent for us to use cookies.