After #MeToo, Employees Need to Ask #IsItOK? What’s Next for Workplace Conduct Training Programs and Workplace Culture
#MeToo launched a global conversation about sexual harassment and abusive conduct in the workplace. Reactions to the tsunami of attention have varied. Some employers have plunged their heads deep into the sand and others have dusted off the same training programs they’ve used for years and made them mandatory for all employees. California law has required sexual harassment prevention training for supervisors for more than a decade, yet some of the biggest scandals and the largest single-plaintiff harassment verdict in history have come out of the Golden State. Just as important, there also seems to be a link between the prevailing, fear-based modes of training and a reactive impulse that leads employees to avoid mentoring, bonding, or even interacting with those outside their own demographic group.
As the Equal Employment Opportunity Commission noted in a 2016 report, the training we have been doing is not working. We need to ask ourselves Why? Gina Roccanova, Chair of Meyers Nave’s Labor and Employment Practice Group, published an article in Employee Benefit News that examines #MeToo, #TimesUp, and the conversations that they have begun. Gina helps answer the question Why? and provides insight on the ways that we can improve training, instill an #IsItOK? approach to workplace engagement, and focus on creating a civil and compassionate workplace culture. Please click here to read her article.