5 HR Lessons We Can Learn from Hollywood
Hollywood…home to the glittering movie industry, the rich and famous and recently the most scandalous harassment suits in the nation. And thanks to the #MeToo movement, victims across the country are coming forward to expose not only their abusers, but the companies that allowed it to happen.
Let’s be honest.
Harassment knows no boundaries. It doesn’t discriminate between company size, industry, race or gender.
It’s no wonder today’s business owners are on edge. Every day another lawsuit is filed. So, the old adage “it won’t happen here” is not only naïve, it’s simply, well…foolish. Taking this approach is risky and leaves you and your organization vulnerable and exposed.
Bottom line…You have two choices:
Be reactive or be proactive.
Reactive could leave you in a lawsuit paying 6+ figures in attorney’s fees and damages. It may also damage your brand and the future value of your company. Being proactive requires you to implement strategic policies & procedures surrounding the behavior of your employees and management to ensure a safe working environment.
Maybe you’re a little of both. Either way, it’s time to clean house and not make the same critical mistakes Hollywood did.
So where did they go wrong?
- No written or updated harassment policy: Having a written policy that all employees acknowledge is the first step to protecting you and your employees. You should have signed documentation they have read and understand the policy specifics AND realize there are consequences to bad behavior.
- Policy in place, but it doesn’t work: A policy is only as good as it’s educator. Training on an annual basis is recommended. Employees turnover, relationships evolve, things are said, and then there’s trouble. Educating your employees on a regular basis proves that you are serious about the issue and have a zero tolerance policy.
- Employees aren’t comfortable coming forward: Work retaliation is alive and well. One look in today’s news will tell you victims are scared about coming forward. Losing their job or the rumors that may ensue after reporting the incident are viable fears employees experience. Make sure your plan includes a reporting procedure.
- Complaints fall on deaf ears: How management responds are as important as the reporting of the incident itself. Not following consistent investigative guidelines will bury you and your brand. Your detailed investigation should be timely and thorough regardless of the players. Ensure any advice you receive is from a certified HR advisor or a labor attorney.
- Cleaning up the mess: You did your investigation and found harassment present. Now what? Being discrete will be important for both parties involved. Depending on the circumstances, termination or exit interviews may be in order. In addition, retraining all employees on what harassment is, how it is handled and the consequences if found in your workplace should be reiterated.
Remember, any form of harassment should be taken seriously and handled immediately. Shoved under the rug doesn’t defuse the bomb, it only delays the explosion.
As a business owner it is your responsibility to provide a harassment free workplace. Take the appropriate steps to insulate you and your employees. Time and resources spent now will save countless hours and thousands of dollars if you are faced with a potential harassment suit.
Of course, if I can help you find the right HR solution for your company, please reach out.