1. Maintaining robust policies prohibiting all forms of harassment based on any protected class, including sex, and ensuring such policies are compliant with federal and applicable state law.
2. Establishing and communicating a clear reporting mechanism, which requires employees to report workplace harassment and provides multiple avenues to bring such complaints.
3. Establishing and communicating a strong policy prohibiting retaliation and holding managers accountable for upholding it.
4. Training all employees (supervisors and non-supervisors) on discrimination, harassment, reporting, and retaliation, with a focus on what employees should do and not only on what they should not.
5. Confirming the training program meets requirements in states (e.g., California, Maine, and Connecticut) where harassment training is mandated.
6. Investigating all allegations of harassment quickly and thoroughly and taking prompt remedial action when necessary.
7. Holding accountable all managers, not just human resources or legal departments, for abiding by and enforcing the organization’s policies and practices.