Companies today face difficult workplace issues, including harassment and discrimination, prescription drug abuse, and workplace violence. With the endurance of the #MeToo movement and increased scrutiny by regulators, workplace harassment prevention in particular is a key concern. The demand for corporate accountability and changes to workplace practices has reached a fever pitch. State and local governments have passed legislation that requires more robust harassment prevention efforts. With these pressures, it’s critical that organizations act now to prevent potentially damaging and costly misconduct.

It’s become apparent that the previous ways to stop harassment are no longer sufficient. Companies must go beyond traditional compliance strategies to protect themselves and their employees from workplace harassment. A new, comprehensive approach is needed – and is gathering steam.

Four key components of a comprehensive approach to preventing harassment in the workplace:

  1. Programming: Prevention training, programs, and communication strategies to maximize engagement and drive impact
  2. Policy: Values and expectations of the organization, and the system of accountability to uphold and enforce them
  3. Critical Processes: Using goal setting, strategic planning, and data to inform and evaluate harassment prevention work
  4. Institutionalization: System-wide buy-in, visible commitment, and investment in effective prevention initiatives

Download the whitepaper, and discover how this framework can help your organization ensure compliance and drive positive business outcomes through a new, holistic approach to workplace harassment prevention.

About the Author

Elizabeth Owens Bille, JD, SHRM-SCP, is the Sr. Director of Harassment Prevention at EVERFI. Prior to joining EVERFI, Elizabeth was the General Counsel of the Society for Human Resource Management (SHRM) and also served as the legal and policy advisor to the Vice Chair of the U.S. Equal Employment Opportunity Commission (EEOC). As an employment law attorney she counseled employers of all sizes, and she has provided training on complex workplace issues.