Thank you WorkForce for publishing my article on the 10 points to keep in mind for anti-harassment training regardless of the size of your company or industry. From the instant I first saw the hashtag #MeToo on Twitter, I had a sense that my professional life might get busy to a degree I had never […]
I am happy to share my latest post to The SHRM Blog. Marla: “Did you know that Sally is sleeping with Gregg?” Todd: “I heard that. How long has this been going on?” Marla: “Not sure. Jeff?” Jeff: “I have no idea but I do know they are a couple.” Karen: “No kidding. Have you […]
I keep asking myself: what more can bystanders do? I have one suggestion for consideration: peer-to-peer interventions.
We need to be careful not to use a single label to describe a broad spectrum of unacceptable conduct.
Congratulations to our Managing Principal, Jonathan Segal on being quoted in TIME Magazine’s Person of the Year article on The Silent Breakers! Click here to read the article.
Men are disproportionately in positions of leadership. They have a special obligation to battle sexual harassment.
Be careful of personal bias when investigating complaints in the workplace.
Company’s may find women “leaning out” instead of “leaning in,” if gender equality is not business necessity.
While it was only a television show, or so people try to tell me, the workplace implications resonated with so many of us in the HR/business community. Perhaps that is because, while much has changed, some things are still painfully similar.
