Taking a Deeper Dive Into Workplace Harassment Policy

On June 1, 2021, the Workplace Anti-Harassment Committee (WAHC) held an interactive training designed to explore the basics of workplace harassment, state and federal legislation on the issue, and challenges to passing anti harassment legislation. 

Elizabeth Bille, Senior Vice President, Workplace Culture at Everfi, began the training with opening remarks. Since the #MeToo movement, there has been growing consensus that the traditional practices used by many employers in the past have not been terribly effective at preventing sexual harassment in the workplace. As a result, numerous states--including California, New York, Illinois, and more--have enacted legislation requiring employers to greatly amplify their anti-harassment efforts. 

During this session, Elizabeth discussed the state of sexual harassment in the U.S. today and the current legislative landscape. She also reviewed key data points that can be used to make a business case for new anti-harassment initiatives as well as to inform the contents of harassment prevention policies, including:

• The economic, organizational, and individual impacts of sexual harassment

• Organizational risk factors of harassment

• EEOC recommendations for employer action

• Empirical research about effective practices

Andrea Johnson, Director of State Policy, Workplace Justice & Cross-Cutting Initiatives, National Women’s Law Center, Maya Raghu, Director of Workplace Equality & Senior Counsel, National Women’s Law Center, and Abbey Philips, MSW, Chief of Staff, Virginia Senator Jennifer McClellan led the next section of the training- reviewing components of state and federal policy. 

While training is a common way to prevent workplace harassment, the presenters stressed the need for culture based, peer led and bystander training focused on civility. They also noted that states were seeking to expand workplace harassment protections to include independent contractors and that more reform was needed to ensure low wage and minority populations created policies. Some states were also expanding the statute of limitations to extend past one year. 

Abbey Phillips described efforts in Virginia to pass anti harassment legislation, where advocates learned that a lack of understanding of the definition of workplace harassment, as well as opposition from the business community, prevented passage in 2021. 

Lastly, attendees divided into breakout groups to discuss trends and opportunities for future legislation. The groups noted the need for an external platform like a hotline or ombudsman, and efforts to classify anti harassment efforts as health and safety reforms as opposed to only civil rights initiatives. 

The content and ideas shared were an excellent opportunity to explore ways to pass anti harassment legislation. The WAHC will also use the information shared to inform future WGR programming and strategy on this critical issue.