I was in the middle of my morning drop-off routine when the song "Baby, It's Cold Outside" began playing on the radio. My 13-year-old daughter said, "Creepy song, Mom." I asked why she thought it was creepy, and she responded with, "The guy won't leave her alone." And just as soon as she finished her response, my 9-year-old son added, "No means no, dude."
Boom. Truth bomb. I am so proud of my kids for the exchange that took place. I am hopeful that because they can point out that these seemingly innocuous lyrics do not match their idea of how things work, then maybe we will get closer to gender respect and equality when their generation is in charge (hopefully sooner). But I have to admit, I was singing along and not thinking about the lyrics. Perhaps that is part of the problem.
Changing the workplace environment so that our organizations do not become a #MeToo backdrop takes intentional attention to policies and practices. It also takes accountability. Here are a few suggestions to help in that journey.
Reassess your policies.
Are we singing the same song from 50 years ago without paying attention to the lyrics? It's time to give those policies an update. Create clear policies with a focus on respect, equality and inclusiveness. Ensure harassment policies directly address sexual misconduct with unambiguous language surrounding expectations. Policies should be clear on avenues for reporting abusive behavior with alternatives for those who may not feel safe reporting up the chain of command. Employers are advised to seek legal counsel when crafting these policies if possible. At the very least, employers will want to research state and local laws for compulsory compliance.
Taking a look at other policies might be well worth the investment for an overall inclusive environment that goes beyond workplace misconduct. For example, does your organization have outdated dress code policies that are more restrictive to female employees? Do policies and job descriptions use language that is gender neutral? If you find that your policies do have a bias, you might want to think about making a change.
Consider training your staff.
All employees should be trained on their right to work in an inclusive and harassment-free environment. I believe bystander intervention training should be part of this process. Employees must feel empowered to step in when harmful situations threaten the work environment — without fallout. Leaders might require additional training and must have the competencies necessary to create, monitor and maintain an environment free from misconduct to include harassment. Some states have explicit training requirements specific to harassment training.
Check your practices.
Organizational leaders need to be watchful of the workplace and make the environment part of the daily conversation. Policies are great, but if not followed, they are like fuel to a fire. Are the organization's actions congruent with its policies? If the organization's policy declares "zero tolerance," the organization must be prepared to take action when the policy is violated.
Do not make excuses.
When concerns are brought forward, listen. If you believe the accused "didn't mean" anything by the comment or action, resist the urge to defend. Rather, pay close attention to the concerns and work toward a resolution. Liability does not come to the organization from admitting something has to be addressed. It comes from ignoring issues.
Check in with staff.
Ask for feedback. How are we doing? Are we treating you with respect? Is your work environment free from harassment or other inappropriate behaviors? Whether formally or informally, checking in with staff is an important part of maintaining a healthy work environment. It is also a great way to build positive relationships.
I believe a culture of respect and equality is an important business imperative for organizations in the U.S. Organizations that create environments free from harassment where all employees are respected and valued not only outperform their competitors because of increased employee engagement, but they also avoid costly public relations and legal scandals. Luckily, every organization, no matter the size, has the ability to create those thriving workplaces.
