It has been a year since the #MeToo movement went viral. Since then, the Equal Employment Opportunity Commission (EEOC) has experienced a 13.6% increase in the number of sexual harassment charges it has received. The EEOC’s counterpart state agencies have seen even greater increases. While some business leaders have seized this moment to make important changes in how they address harassment in their workplaces, others do not yet see the urgency in addressing the problem. In fact, in a meeting we had last month with a group of senior HR directors, some of the most urgent questions were: “How do I make my CEO pay attention to this issue?” and “How do I convince my CEO that we need to invest sufficient resources in preventing harassment?”
Convincing CEOs to Make Harassment Prevention a Priority
How to make the case.
November 14, 2018
Summary.
In the year after the #MeToo movement against sexual harassment went viral, the Equal Employment Opportunity Commission (EEOC) experienced a 12% increase in the number of sexual harassment charges received. Yet the organization still hears frequently just how difficult it really is for HR directors, general counsel, compliance officers, and D&I directors to make the business case for harassment prevention to their leadership. Here’s how to make the argument.
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