Statement: SHRM Welcomes Transparency on Response to Sexual Harassment

February 9, 2018
Transparency is at the center of our current national dialogue on sexual harassment and how human resource professionals prevent and address all harassment in the workplace.  

It is in the spirit of transparency that the Society for Human Resource Management (SHRM) welcomes a conversation with policymakers about how industries are dealing with sexual harassment.

In its role as the leading representative of HR professionals, SHRM has for some time provided educational resources to its HR members about sexual harassment, noting the importance of organizational culture and the responsibility of all to contribute to a harassment-free workplace.

From template policies and tool kits to online chats and in-person educational seminars, SHRM provides HR with insightful guidance on dealing with inappropriate behavior in the workforce. Among its most recent contributions to this national conversation have been an online Workplace Harassment Resource page and a webinar featuring Equal Employment Opportunity Commission Acting Chair Victoria Lipnic. Thousands of people have accessed these two educational offerings.

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., testified about sexual harassment at a recent hearing of the California Subcommittee on Sexual Harassment and Prevention. And just this week, SHRM released important new research on sexual harassment after surveying HR professionals and nonmanager employees.

HR has a positive influence on the workplace. SHRM considers this national conversation about sexual harassment to be another opportunity for a positive impact.

SHRM encourages all employers to act by:

• Committing to a workplace culture of respect, tolerance and civility — one that does not tolerate harassment and one in which everyone is held to the same standard.
• Adopting a policy that defines workplace sexual harassment and provides a procedure for promptly addressing complaints.
• Conducting regular, thorough educational training for both employees and supervisors.
• Educating supervisors to report to human resources knowledge of and concerns about unlawful harassment or other inappropriate conduct.
• Preventing retaliation.
• Ensuring harassment does not happen but fully investigating it – and acting on the results – when it does.

Media: To request an interview, contact Kate Kennedy of SHRM Media Relations at Kate.Kennedy@shrm.org and 703-535-6260 or Vanessa Hill at Vanessa.Hill@shrm.org and 703-535-6072. 

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