Think #MeToo Affects HR? This is an important and delicate question that every board member, CEO and HR professional should be asking themselves in the face of a powerful movement sweeping through U.S. society today.
While I can’t speak to the legal ramifications of various approaches to dealing with managing diverse workforces in a seemingly supercharged environment, I can speak to the root cause of of the movement and practical strategies for addressing it.
#MeToo gives voice to victims of discrimination, poor treatment and, of course, outright criminal and civil assault. This is the key to crafting strategies to address the issue as an organization.
Give All Employees a Voice
In a transparent environment where everyone has equal access to a safe and easy way to report issues, the potential for inappropriate behavior to hide in the shadows drastically diminishes. How easy is it for employees at your company to report problems without fear of retribution?
Forget retribution, what’s your policy and mechanism for employees to report problems at all?
The fact is, if you haven’t implemented regular pulses to measure employee satisfaction and engagement for the operational benefits you can achieve, you better get serious about it for the liability of it. You will find the answer to the question of how #MeToo affects HR.
#Metoo Affects HR So Workforce Feedback is a 365 day a Year Process
Employee engagement surveys are the main formal mechanism for gathering and measuring employee sentiment in an actionable way. The problem historically has been that these are often onerous, annual (or longer) surveys that get ignored or are viewed as a chore for employees. They frequently don’t result in visible changes to the work environment and employees become disengaged.
The new model espouses frequent “pulse” surveys that measure everything from engagement to satisfaction and beyond.
When it comes to the question of how does #meetoo affect HR, this is a step in the right direction, but lacks an “always on” resource for employees to report suggestions, issues and complaints. It is a top down approach that restricts employees to reacting to management’s agenda instead of allowing employees to set their own.
#MeToo Affects HR: Workforce Feedback as a Continuous Process
Employee engagement surveys are a cornerstone for gathering employee feedback, but traditional annual surveys often fail to drive change. Modern climate surveys, conducted frequently, measure sentiment on diversity and inclusion, gender parity, and adherence to EEOC guidelines.
Survale’s platform offers “always on” feedback tools, enabling employees to share concerns about workplace issues, from inequitable treatment to the need for policy revision.
This continuous approach, supported by leadership ownership, ensures that corporate culture aligns with zero tolerance policies for misconduct, reducing liability and enhancing retention.
Comprehensive Strategies to Address #MeToo
To combat sexual harassment, organizations must implement prevention training and bystander intervention programs to educate employees and encourage proactive responses.
Speak Up campaigns, backed by compliance teams and the Audit Committee, promote a culture of accountability. Managerial accountability ensures leaders model appropriate behavior, while mixed-mentorship programs foster diverse, inclusive relationships.
The Board of Directors should oversee these efforts, ensuring alignment with the organization’s values. Social media impact amplifies the need for robust sexual harassment policies, as negative feedback can harm reputation.
Tools like Survale’s platform also allow feedback on benefits or third parties, ensuring a holistic approach to employee empowerment.
Building a Safer, Inclusive Workplace
Why wouldn’t you want to understand daily what’s working for your employees? By leveraging climate surveys and reporting mechanisms, organizations can address concerns early, preventing issues from escalating.
This commitment to transparency and diversity and inclusion not only mitigates legal risks, as guided by General Counsel, but also strengthens employee engagement. A workplace that prioritizes employee feedback and accountability fosters trust, ensuring a safer, more inclusive environment where all employees thrive.
FAQs
How do reporting mechanisms support employee empowerment?
They provide safe, accessible ways for employees to report sexual harassment or concerns, fostering transparency and trust.
Why are sexual harassment policies critical in HR?
They align with EEOC guidelines, promote zero tolerance, and protect workplace culture from social media impact.
How can prevention training address #MeToo issues?
It educates employees on recognizing and preventing unwanted sexual advances, supporting diversity and inclusion.
What role does leadership ownership play in combating workplace issues?
Leaders model accountability, drive policy revision, and ensure a culture of gender parity and inclusion.
How do climate surveys improve corporate culture?
Frequent surveys gather employee feedback, identify issues early, and support Speak Up campaigns for a safer workplace.
