Reinventing The Sexual Harassment Industry: Radical Fixes For A Real Problem
The current Sexual Harassment Industry is completely broken as evidenced by the new #metoo stories coming out every single day. The approach of quickly designed mandatory sexual harassment training not only hasn’t helped, it’s made sexual harassment worse. After trainings, participants are often more bold, saying things like “So Chelsea, I guess from the training, I’m not supposed to tell you how smoking your butt looks in those pants today?”
Online sexual harassment training is often running in the background while employees do work in a different window on their computers or play on their phones. In-person trainings are often theoretical and focused on legal definitions.
The goal of many companies is to just do the bare minimum so they can’t be held liable and be sued if their employees sexually harass others.
Senior management often just wants the whole sexual harassment issue to go away. One human resource director I spoke with told a story of how she clearly stated to the CEO that he could either spend some money on consulting for the HR department and companywide training or spend much more on attorney’s fees. He said “I’ll take my chances on the attorney’s fees.”
Focusing on attorney’s fees is being pennywise and pound foolish. The problem of sexual harassment isn’t just a legal one. It can’t just be solved by hiring attorneys to fix a mess and pay some hush money to victims. The problem of sexual harassment is systemic to the organization. Just like a rock tossed in a pond, it has ripple effects across the whole organization. Sexual harassment has huge hidden costs that most business leaders never consider.
The problem of sexual harassment is a profitability problem. Resources are being wasted on harassers’ salaries, benefits, subpar work, and reduced productivity.
Radical fixes are needed to solve sexual harassment in 2018. Ducrow Consulting bases its Profit Driven Sexual Harassment Solutions on the radical notion that harassers are the problem. Not the recipients. Not the companies. The responsibility of sexual harassment falls squarely on the shoulders of the harassers. Yes, companies have a responsibility to create positive company cultures that prevent and eliminate sexual harassment. However, the companies need to place blame where it belongs and enact swift and just repercussions for the harassers immediately after the first report of sexual harassment.
The radical fixes involve responsibility, accountability, assessment, and the company culture.
1. Place responsibility on the harassers.
2. Hold the harassers accountable for their actions.
3. Hold management accountable for incidents #2 on.
4. Assess the 3 core components of successful companies: policies, procedures, and practices.
5. Develop a company culture that does not tolerate sexual harassment. Build a company culture based on a foundation of respect, appreciation, and profitability.