What Companies and Businesses Need to Do to Manage the #MeToo and #TimesUp Repercussions

This is the 3rd installment of my blog series to address those individuals and institutions impacted by the #MeToo and #TimesUp social movements. Previous posts have outlined recommendations for HR departments and individuals who have been sexually harassed in the workplace. Today, I’m talking to the leaders of the businesses and corporations who want to protect their employees and prevent a career-ending scandal. These are 8 things that companies and businesses need to do to manage repercussions stemming from #MeToo and #TimesUp movements.

1.    Review all HR files/complaints immediately – Businesses need to immediately review their HR files to see if there are complaints that may have been brushed under the rug and identify potential liabilities waiting to surface. Go back and look at files to see if anything has been overlooked or dismissed. The goal is to be on the lookout for potential lawsuits.

2.    Review all HR policies – Companies should take a look and see what policies are in place around sexual harassment. Is there a policy around what happens to the offender? Do they get a suspension or a warning? The bottom line is, policies are probably out dated and consequently need to be reviewed. This is a critical first step for managing a company’s image and starting damage control.

3.    Issue a statement to all employees that HR practices are under review - If a corporation issues a statement to all employees that HR practices are under review, this sends a signal of high integrity. This action also tells the employees that the leadership is conscious. In the brown community we say woke. Such a statement shows that the leadership is woke, paying attention, and are on top of it.

4.    Conduct an internal investigation- Just go for it and do the work. There are internal and external questions about most corporations right now, placing many businesses under a magnifying glass. When a corporation takes the initiative to conduct their own investigation it sends a signal of responsible leadership.

5.    Hire a private company to engage the workforce and restore confidence – Retain an outside, diversity company to engage the workforce and restore confidence. This needs to happen right away for 3 reasons: to manage perception, do damage control, and get ahead of any pending cases or claims or lawsuits.

6.    Hire a private company to provide (re)training. Companies need to be delivering workshops and programs around sexual harassment and bullying in the workplace. Anything that is dated before 2017 is outdated and no longer relevant. We have some indication in the public domain that those policies are not working. Ineffective sexual harassment policies are identifiable when we see that male offenders are being protected.

7.    Stop protecting the offenders - Make a commitment and call all of the leadership to the table. If there is a pink elephant in the room address it. We can no longer afford to protect offenders. This was the case with Matt Lauer. The institution won’t admit it, but they were protecting him.

8.    Stop victimizing those who have been assaulted - There is a saying that women who are assaulted are victimized twice; once when it happens and again when they come forward. This can be prevented by attentively listening to her with an open mind when she shares her story. When questioning her, be aware of tone as well as non-verbal cues that may relay hostility, judgment, or doubt. Remember that during this moment, she is trusting that you will handle her story with sensitivity and respect.   

Human Resources, Diversity & Inclusion, Corporation Counsel, C-Suite… Are you ready? If not, get ready to do something. Talking about this won’t be enough to protect your job, your bottom line or your stock value. DON’T GO BACK TO BUSINESS AS USUAL TODAY. Make this a priority to resolve and consult with experts in Diversity & Inclusion. 

Published by Dee C. Marshall - For bookings or media appearances call 732-377-2049 or email Stefani@DeeCMarshall.com