Preventing Corporate Sexual Harassment & Misconduct
The U.S. Equal Employment Opportunity Commission receives more than 7,000 complaints of sexual harassment each year, including allegations from all kinds of corporate settings. This doesn’t include the incidents of corporate sexual harassment and misconduct that go unnreported.
The Institute for Women’s Policy Research identifies several situational factors that may contribute to higher rates of sexual harassment and sexual assault in the corporate environment:
- Corporate settings with a wide disparity between the highest and lowest earners can create a power imbalance that makes the lowest earners less willing to report alleged misconduct.
- Industries where women are a small minority, particularly in environments focused on traditionally male-oriented tasks, may be especially conducive to harassment and assault.
- Undocumented workers or those on visas can face a larger risk of harassment as well as threats of retaliation or deportation if they speak up against the alleged offender.
These dynamics, if not considered, can create a fertile environment for behavior that results in alleged sexual harassment and misconduct in the workplace.
Corporate Sexual Harassment & Misconduct Prevention
Claims of an unsafe or hostile workplace can lead to lawsuits, executive firings, employee protests, or walkouts. Aggrieved customers, through social media, can target companies that don’t respond appropriately, threatening scandal or even the company’s viability.
Imagine your employees saying:
- I love working here
- I feel safe working here
- I feel supported by my company
- I can tell my story to someone who understands
Imagine your managers saying:
- I have the confidence to handle crisis situations
- I have a well-documented, behavior-based report to inform my decision-making
- My team trusts me to be fair and impartial
- I am working with a partner in this process I can trust
Redirect Can Help
- Code of Conduct Development
- Employee and Manager Training
- Audits and Reporting
“I can honestly say that I have learned valuable skills from Redirect. Everything from how to best approach employees to implementing better practices for training, and I feel more confident in my approach having Redirect as a part of our safety mission. Thank you for everything this company brings to the table.”
How can Redirect help my business reduce incidents of misconduct?
- Helping employers develop clear codes of conduct and training programs
- Investigating any allegation of misconduct in a scientific, trauma-informed, and objective manner
- Analyzing data and providing insights on employee behavior and suggested management changes
- Interrupting problematic behavior before it escalates
What are the benefits of Redirect to my workplace?
- A safer work environment for all people
- Fewer and less severe incidents of workplace and sexual misconduct
- More trust from your employees, which leads to a stronger footing for your business
- Better documentation for legal or insurance purposes
- Handling each allegation in a fair and impartial manner
From Our Clients
“As a manager, no matter how hard you try, there is always a personal feeling involved when it’s your team that makes it impossible to stay unbiased.”
From Our Clients
“Everything went well. Redirect even provided a translator. I like the process being in someone else’s hands to help make the decision.”
From Our Clients
“If I get a complaint about someone who is billing 40 hours a week, am I really not going to think to myself, ‘I don’t want to lose this person?’ Probably not. And using Redirect, it is completely unbiased.”
Preventing sexual misconduct in the workplace requires a scientific, trauma-informed, and objective approach combined with the right plan.
What’s Your Plan?
If your organization is serious about addressing and preventing sexual misconduct, Redirect can help.