Boards that Sit on the Sidelines are Part of the #MeToo Problem

Finally, issues of sexual harassment and assault are staying in the collective consciousness. Every day there are new stories about men, some well-known, accused of sexually harassing or assaulting their colleagues. Beyond losing their jobs, these men lose the power and respect they once wielded – the same power and respect that enabled them to commit these acts – and for most of them, that is far, far worse than being unemployed.

But this should not be the focus when there is so much more at stake.

Rather we need to work to ensure women (and men) now and in the future don’t have to make the agonizing choice of keeping their jobs and building a successful career by enduring the abuse or standing up to those in power. In other words, what has to change so that new policies work when current policies have not?

With an issue that is far more often gray than people like to believe, there is a tendency to over-correct, creating a workplace that is stilted, formal, and less productive. This instinct to get tough and institute “zero tolerance” policies can also lead to even greater discrimination against women, subconsciously labeling them as “dangerous,” and causing those in power to think twice before mentoring employees of the opposite sex, lest their actions be misconstrued. For many women, this feels like a lose-lose situation.

The change that is needed does not hinge on policies or rules and regulations. Rather, it’s about a dramatic cultural shift – a shift that starts at the top of the organization – as high up as the Board of Directors.

A fall 2017 survey by the Boardlist revealed that the vast majority of boards (77%) had not discussed accusations of sexually inappropriate behavior and/or sexism in the workplace, and  the overwhelming majority (88%) had not implemented a plan of action. Surprisingly (or not), the numbers had not really improved when the survey was repeated six months later.

Asked about implementing a plan of action, 78% (vs 77% previously) still reported that there had not been any discussions. Moreover, 75% of those responding indicated their boards had not taken any action, a slight improvement from the first survey.

Most disturbing are the reasons given for why boards had not had this very important conversation, which ranged from “threatening to our CEO” to “not seen as relevant” or “lack of prioritization.”

What these boards seem not to get however, is the impact just one incident of sexual harassment can have on a company. A recent experiment detailed in the Harvard Business Review showed that the perception of a company’s gender equity can be reduced significantly from just one sexual harassment claim. This includes how fair men and women are generally treated, including in terms of hiring and promotion. This same study also looked at how organizations respond to harassment claims, proving that taking immediate action and being responsive to the victim can help curtail public contempt.

Though some boards may be slow to address these issues, there are some steps companies can take right now:

Create a culture of trust. The ideal workplace operates with a culture of respect for all regardless of gender, title, race, sexual orientation, etc., and has a true open-door policy. Trust permeates the office, enabling employees to come forward without fear of retaliation. People feel comfortable reporting abuse and others feel they can speak up if they see abuse. While this can take time to achieve, initiating a dialogue and providing a platform for conversation is a reasonable start, as long as it is authentic and comes from very highest levels of the organization.

Focus on transparency. Take steps to create a value-based culture and ensure your teams know what you’re doing. Communicate and engage often, sharing updates from management so employees know what actions are being taken to build a safe and positive work environment.

Encourage an open dialogue. In a world where we often feel powerless, the simple act of starting safe and supportive conversations around sexual harassment and abuse can really energize employees reeling under the weight of these issues. Beyond giving people permission to speak up when confronted with indecent, disrespectful behavior, companies can encourage people to think about their actions and words, making sure all parties are comfortable with the interaction and being prepared to change behavior if they’re not.

#MeToo is not going away, and we need to work together now to make impactful, long-term change for the future.