#MeToo header image | Everyone in your organization has a responsibility to act on #MeToo | Surveys: Roughly 1 in 4 women has been sexually harassed at work
Created for newsletter@newslettercollector.com | Web Version
The #MeToo movement can be turned into action when it comes to workplace harassment, but doing so will require specific steps by individuals, teams and organizations, writes Shani Magosky, founder of The Better Boss Project. "Don't spend the money on a pulse survey to see if #MeToo violations are happening in your organization. They are, I guarantee it," she writes.
Don’t Get Caught in a Hashtag Controversy You don't want to be that company. You know, the one that finds itself making headlines after mishandling employee issues. But to manage employee relations the right way, you've got to have clear processes that yield clear insights. Read our e-book to learn how to protect your brand, build your culture, and achieve greater business results.
A Pew Research Center survey from summer 2017 found that 22% of women reported having experienced sexual harassment in the workplace, or about three times the percentage reported by surveyed men. Women in STEM and non-STEM fields reported experiencing workplace harassment at the same rate. Meanwhile, a more recent Marketplace-Edison Research Poll found more than 25% of women reported workplace harassment, with fewer than a third of women believing it was safe to report such incidents.
Nearly half of companies say they are reviewing compensation in an attempt to close the gender pay gap, according to a survey by Challenger, Gray & Christmas that was inspired by the #MeToo and #TimesUp movements. Some companies are seeking to correct imbalances, while others have implemented salary transparency policies.
Workplace harassment policies need to cover a range of unlawful actions in clear language that explains what behavior will not be tolerated, attorney Jonathan Segal says. "But also be sure to include examples of conduct that may give rise to a hostile work environment, such as inappropriate touching and sexual banter or 'jokes,' " he writes.
Companies and executives who have to confront inappropriate behavior shouldn't hide behind unclear, obtuse or jargon-filled language when "I'm sorry" is what's warranted, Laurie Ruettimann says. "Why would the best and brightest workers want to align themselves with brands that can't take a hard look at their culture and commit to specific remedies?" she asks.
An anonymous woman who has worked at multiple advertising agencies talks about how problems in workplace culture stem from white privilege and an acceptance of sexist language and harassment as harmless banter. She also explains that leadership is complicit, saying, "When there are companies who are firing someone at the top, there are usually other people at the top who have protected the harasser or abuser."
Protect Your People with the Right Employee Insights The best way to address harassment is to understand not just if it's happening, but where, when, and why. Old ways of managing employee relations can't yield such data. But the right modern technology can. It can help you get ahead of issues to prevent them from becoming larger problems. Find out how to gain new insights to protect your people and your company.
Is Harassment Happening in Your Company? How Do You Really Know? Managing employee relations in ways that reveal truths across your company is more important than ever. Our 2017 Employee Relations Benchmark Study features current data and examines relevant trends to help you make more informed decisions to address a range of issues. Read the report to find out how to manage employee relations more effectively.
