Sexual harassment fallout changes rules
Even the office holiday party doesn’t escape scrutiny
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 newworld,” 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.
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 general 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.”
Even the annual office holiday fête 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 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.