HR’s Role in Responding to #MeToo: Creating a Culture of Anti-Harassment and Inclusion
Jessica Childress, Managing Attorney and Founder, the Childress Firm

With the groundbreaking #MeToo movement that recently erupted on social media, it is apparent that cultures of harassment remain a problem that organizations around the country must address. The business case for broadly embracing diversity and creating an anti-harassment culture has never been so compelling.

This session will discuss the rationale for why organizations should aim to create a culture of inclusion and anti-harassment that spans beyond what is legally mandated. Creating a culture of inclusiveness and anti-harassment requires that organizations not only comply with legal regulations for protecting civil rights, but go beyond what the law requires to ensure that all people within their doors feel welcome and can work at their most productive levels. Creating an inclusive and anti-harassment culture may be an organization’s most powerful tool in responding to #MeToo.

You will learn:

  • The importance of “talking the talk” and “walking the walk”
  • Why organizations should have both anti-harassment policies and anti-harassment practices, and why a clear understanding of your organization’s values is critical to creating a culture of anti-harassment
  • Simple daily steps your organization can take to create a more inclusive culture
Empowering Through Diversity & Equality

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