Harassment Prevention

You may know that workplace harassment remains a significant risk to organizations, challenging leaders to take new measures to protect both their employees and their organizations. But did you know that corporate boards have an essential role to play as well?

Effective bystander intervention is more accessible said than done, so your decisions around your training options become critical.

According to a recent survey by employee feedback management platform All Voices, 44% of full-time workers experienced harassment at work in the form of personal harassment and bullying, discriminatory harassment and bias, or online harassment and cyber bullying. Further, 48% have witnessed others experience harassment at work, 52% have not felt psychologically safe at work and 34% left a job because of unresolved harassment issues.

In an exclusive interview with HR.com, Sarah talks about the current state of diversity, equity, and inclusion in the workplace, areas that HR and talent professionals can work together, DEI practices that should be adopted in 2022 and much more.

Presented in partnership with the Society for Human Resource Management (SHRM). A fresh new…

An acute labor shortage, a scarcity of skilled talent to meet the demands of the future, along with an unprecedented exodus of labor, dubbed the “Great Resignation” has made 2022 a year where recruitment and retention require a new focus and approach.

The Senate approved legislation banning the practice of using clauses in employment contracts that force victims of sexual assault and harassment to pursue their cases in forced arbitration, which shields accused perpetrators.

We’ve combed through the latest research, reflected on opinions from top experts and relied on our own experience with over 15,000 HR professional partners to pull together a list of the latest HR trends you’ll want to keep at the top of your mind for 2022.

While many of us can easily identify overt forms of discrimination in the workplace, microaggressions are often far more subtle and so go unnoticed and unreported.

The legal landscape around workplace harassment prevention has become progressively more complex. What was once an easy territory for multi-state employers to manage, has now become increasingly difficult to navigate—putting organizations in danger of being out of compliance and posing significant legal risks.