Investigate a Complaint
New York State’s Model Sexual Harassment Prevention Policy requires immediate investigation that is thorough, fair, impartial, and confidential to the extent possible. That is not always possible for small employers or those with remote and virtual workers. Management might work too closely with the parties to be objective. Or they might be juggling too many other responsibilities and lack the experience to investigate as required.
I have been investigating workplace complaints for nearly 30 years and will strictly comply with the model policy. I will also take a holistic, integrative approach to resolving the issues completely, regardless of my findings. Even when no sexual harassment is found, we often learn of several areas for improvement that will decrease the likelihood of future complaints and improve business results.
Stay Out of Court
The Equal Employment Opportunity Commission (EEOC) reports that its mediation program has a 72% settlement rate. In nearly half of the cases, the settlement involved a non-monetary benefit. Employees often want intangible benefits, such as:
- reversal of adverse employment actions
- fair opportunities for employment or promotion
- sensitivity training for their supervisors and co-workers
- policy changes that protect others from similar discrimination
- reasonable accommodations (e.g., for disabilities, religious practice)
- apologies, acknowledgment, and respect
Facilitated communication continues to repair and improve relationships, even if employment ends. It also reveals underlying causes of poor performance, and it creates new opportunities for success.
Improve Your Bottom Line
Citing several studies, Fast Company concludes “gender diversity is good for business.” Research from Massachusetts Institute of Technology (MIT) and George Washington University (GWU) suggests that revenues increase by 41% when businesses shift from all-male or all-female to an even gender split. Similarly, Catalyst research indicates where there are more women in top management positions, financial performance is better.
Discover ways to increase gender diversity in your workplace and ensure you get the full benefits of inclusion.
Do your employees need to complete the mandatory sexual harassment prevention training?
My online course is especially helpful for businesses with 10 or fewer employees and those with largely remote or virtual workers.
[T]hank you for making this informative and interesting. As a funeral director and educator with a past life in the corporate world, I expected to go through a grueling two hours of torturous boredom, but you presented in a way that kept me  engaged and interested…it is vitally important. Thank you so much for your candor and informative approach to this training. ~ C.B., Faculty Member, NY
The feedback from the attendees was very positive and we really appreciated [ ] listening to the two courses you gave. I learned a great deal as well. ~ M.K., Funeral Director, NY
I’ve been in the industry for decades and taken many CEU courses. You are simply the best! ~ J.A., Faculty Member, NY