{"id":2008,"date":"2018-01-19T17:02:03","date_gmt":"2018-01-19T22:02:03","guid":{"rendered":"http:\/\/www.bakertillyvantagen.com\/?p=2008"},"modified":"2023-05-23T18:21:43","modified_gmt":"2023-05-23T18:21:43","slug":"sexual-harassment-takes-center-stage","status":"publish","type":"post","link":"https:\/\/sitepreviews.org\/bt-vantagen\/2008\/sexual-harassment-takes-center-stage\/","title":{"rendered":"From Tinseltown to the workplace: sexual harassment takes center stage"},"content":{"rendered":"

#MeToo.<\/strong><\/p>\n

This hashtag has rocked social media sharing platforms and shattered sexual harassment myths over the past month. Shocking harassment and assault allegations railed against A-List personalities in Hollywood, Washington, D.C. and major news outlets across the country have served as the spark that gave way to a full scale movement embraced by the Average Jane and Joe.\u00a0 Within one day of its launch, #MeToo had been used 4.7 million times on Facebook\u00a0by people willing to share personal experiences and engage in a national dialogue focused squarely upon the issue of sexual harassment.<\/p>\n

MeToo is teaching us that sexual harassment knows no boundaries.\u00a0 It reminds us that our workplace is no exception.\u00a0 A 2016 study conducted by the Equal Employment Opportunity Commission (EEOC) reported that between 83 and 94 percent of victims of workplace harassment do not file a claim. This same study also asserts that between 25 and 85 percent of women have experienced sexual harassment in the workplace.<\/p>\n

Additionally, in 2016, 16.6% of the sexual harassment claims filed with\u00a0the EEOC were filed by males.\u00a0 Deanna Kempinski, our Senior Human Resources Consultant at Baker Tilly Vantagen says, \u201cThis is a problem that does affect everyone although there is clearly a difference in scope.\u201d\u00a0 Similar to harassment claims made by women, many cases against male victims are never reported.\u00a0 Ms. Kempinski states \u201cFor men, it can be even more difficult to have the courage to come forward.\u201d<\/p>\n

Harassment\u2019s Hefty Price tag<\/strong>
\nMishandling cases of sexual harassment violate Title VII of the Civil Rights Act of 1964 and can expose employers and employees to serious legal, financial and reputational risk.\u00a0 In fiscal year 2016 alone, the EEOC claims that it was involved in cases where sexual harassment victims were awarded over $40 million. This amount does not reflect payouts made through litigation, which in some cases can yield eye-popping figures.\u00a0 For example, Gretchen Carlson\u2019s 2016 suit against FOX was settled for $20 million.<\/p>\n

Workforce Implications<\/strong>
\nA weak or nonexistent corporate position on sexual harassment can negatively impact employee health, morale and trust.\u00a0 Performance and productivity can suffer as victims become more disengaged and dissatisfied with their jobs.\u00a0 Weak policies can also be a deterrent for victims to speak up.\u00a0 When policies are lacking in clear direction or do not allay fears of retaliation, employees may choose to remain silent.<\/p>\n

The consequences of sexual harassment in the workplace also affect those not involved in the actual incidents of harassment. \u00a0Witnesses to this type of behavior in the workplace are more likely to feel uncomfortable and distracted.\u00a0 If these same employees believe that not enough is being done to address a harassment issue, faith in leadership diminishes and employees may choose to leave the organization to seek a positive culture with more functional surroundings.<\/p>\n

What\u2019s A Man To Do?<\/strong>
\nNot surprisingly, the fear of being accused of sexual harassment is growing among men.\u00a0 In the current climate, men are proactively taking steps to avoid any potential misinterpretation of a professional relationship with a woman.\u00a0 For example, they may choose to cancel or relocate previously scheduled one-on-one meetings with a woman or expand meeting participation to include other employees.\u00a0 If not guided by sound policy, this emerging dynamic can actually increase workplace tension and unintentionally segregate workplace environments.<\/p>\n

Covering The Basics<\/strong>
\nA good sexual harassment policy informs as much as it serves as an employer\u2019s commitment to keeping employees safe.\u00a0 At a minimum, an effective policy should include the following components:<\/p>\n