Harassment Prevention

For 75 years, SHRM has served millions of HR professionals who-in turn have continued on to impact the lives of billions of workers across the world. When we attended SHRM22 in New Orleans last week, we celebrated the relationships formed over those years and how we can move forward collectively to make workplaces better, for everyone.

The National Women’s Law Center (NWLC) released a report in 2020 alongside the TIME’S UP Legal Defense Fund as a response to the #MeToo movement that swept the nation in 2017. The data revealed nearly one in five people (18 percent) said they had experienced discrimination or harassment based on gender and other aspects of their identities in the workplace—and that was two years ago.

It’s been some years since the #MeToo movement heightened awareness about workplace harassment, but that journey is far from over. During the time that has passed, we experienced an awakening and a call to “do something.” Now in 2022, a focus on inclusivity is reinforcing the charge that all people must be treated with fairness and respect.

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.