Employers should monitor continuously the workplace to measure the effectiveness of their prevention programs. It is not enough to conduct check-the-box training. Employers should consider broader measures, including but not limited to the following:
Evaluate readily available data, such as historical complaints and existing climate survey results, to identify trends and areas of vulnerability.
Initiate various means of employee engagement, including roundtables, electronic touchpoints, surveys, and 360 evaluations of leadership.
Revise performance evaluation metrics to include accountability for upholding equal employment opportunity and harassment prevention standards.
Ensure a meaningful connection between parts of the organization responsible for diversity and inclusion initiatives and those responsible for equal employment opportunity and harassment prevention compliance efforts. Too often, each operates in a vacuum.