Harassment fallout changes workplaces
Companies re-examine how they deal with and prevent sexual misconduct
Tempo Industries gives its supervisors and managers anti-harassment training every two years, reviewing actions and words that can turn a workplace hostile.
But at the lighting company’s next session, in January, the sexual harassment charges dominating the headlines will become teachable moments.
“It’s a whole new world,” says Martha Vaniman, Tempo’s human resources manager. “You have all these different examples of what sexual harassment is in the media … it affects everybody, and we just need to make sure that we take accountability for not only acknowledging it but also being part of the solution.”
From mandating training for the first time to limiting the number of drinks employees can have at this year’s holiday bash, companies are reexamining how they deal with and prevent sexual harassment in the wake of accusations that are consuming the nation’s attention.
The pressure is particularly acute for companies whose executives or stars have been specifically accused of inappropriate behavior.
Andy Lack, chairman of NBC News and MSNBC, said in an employee update Friday that following the firing of longtime Today co-anchor Matt Lauer for alleged sexual misconduct, the company is bringing in a firm “to conduct in person, interactive training on workplace behavior and harassment prevention.” All those working for the news division will be required to take it, he added, and it will supplement already mandatory online training.
Uber enlisted former U.S. attorney Eric Holder earlier this year to help lead an internal investigation following accusations by onetime Uber engineer Susan Fowler, who described a corporate culture where sexual harassment was pervasive and unchecked.
But the nearly daily revelations about such behavior are causing many other businesses not in the spotlight to take a look at their policies and practices.
“I have often seen societal issues subject to intense workplace discussion, such as (the) 2016 election,” says Jonathan Segal, an employment law attorney and partner with the firm Duane Morris. “I have never seen a workplace issue be the topic of this much workplace discussion.”
One company Segal’s familiar with is establishing more specific guidelines for how to investigate if complaints are ever made against members of its senior leadership team. And human resources professionals are asking “are there things that we should be looking at that we haven’t done before? … Is there anything that our policy is missing? Should we be revising our training?”
Even the annual office holiday fete is being scrutinized. A survey by outplacement consulting firm Challenger, Gray & Christmas found that just 49% of companies intend to serve alcohol at their holiday parties this year, down from 62% in 2016 and 54% who planned to
“I have never seen a workplace issue be the topic of this much workplace discussion.” Jonathan Segal An employment law attorney
serve alcohol in 2015.
Human resources “executives are acutely aware of the potential for sexual misconduct at work this holiday season,’’ Challenger, Gray & Christmas vice-president Andrew Challenger says.
Vox Media decided to limit its employees to two tickets for alcoholic drinks at its holiday party to try to prevent inappropriate behavior. The new party rule comes in the wake of a memo issued in early November by Vox Media CEO Jim Bankoff after an inquiry into charges of sexual harassment led to the firing of the company’s editorial director, Lockhart Steele, in October.
The memo noted that the company is making anti-harassment training mandatory, offering specific guidelines for how to deal with complaints about fellow staffers, vendors or clients, and setting limits around the consumption and serving of alcohol at company gatherings and meetings.
LaJuanna Russell, CEO and founder of Business Management Associates, Inc., an Alexandria, Va.-based firm that provides human resources and other professional services to employers, is also making some changes to her company’s training and policy.
“We are taking a very close view of what we have,” she says. “With everything in the news, this has bubbled up to be something we’re focusing on.”
Previously, the company’s anti-sex harassment policy was detailed in the employee handbook, and the business’s roughly 100 employees had to confirm that they’d read and understood it. But there was no mandatory training in regard to sexual harassment. Now, Russell says, there will be.
The company is also making an addition to the handbook, clarifying rules about how to deal with harassment whether between colleagues or involving staff and clients. And Russell says her company will make sure project managers have an extra level of training since they’re the supervisors who will likely receive any complaints.
Other workplaces are reiterating rules that they already have on the books. “We’ve taken this opportunity to remind employees of our policy,’’ says Ashley Black, spokeswoman for Delta Air Lines.
Vaniman says after allegations first emerged about Hollywood producer Harvey Weinstein harassing or assaulting dozens of women, the company’s supervisors spoke to employees, encouraging them to speak up — and telling them that they had nothing to fear.
“We put the word out: ‘If anything is happening, if you feel any kind of harassment please come talk to Martha,’ ” Vaniman says, referring to herself as head of human resources. “‘She’s here for you.’ ”