It’s a lot to process. If you’re a business leader taking another look at your organization and considering how to protect your team from harassment, you may find yourself in a tough and emotionally fraught situation. You’re likely to come across areas, patterns, and people you need to address—without a clear plan as to how to address them. You may feel unsure and overwhelmed, pulled in multiple directions by divergent concerns and stakeholders.
As a leader, you’ll want to take actions that swiftly and appropriately address harassment, without…
- alienating your workforce,
- implementing burdensome new policies and processes,
- harming your brand’s reputation and industry position,
- opening yourself up to future litigation.
That last one is especially important. Indeed, retaliation against wrongful termination is one of the biggest areas of legal claims reported to the EEOC.