Compliance for HR, HR Management, Organizational Culture, Training

Silent and Deadly Why Sexual Harassment Prevention Practices Matter

Sexual harassment in the workplace isn’t just a headline-grabber or a topic for whispers around the coffee pot—it’s a silent killer of morale, productivity, and trust. As HR consultants, we’ve seen firsthand how organizations that neglect sexual harassment prevention policies — or fail to act on complaints — can spiral into chaos. Think of it this way: a leaky faucet left unrepaired doesn’t just wastewater, it eventually floods the house. So, let’s talk about why these policies matter, why follow-up is crucial, and what to do when the harasser is in leadership.

It’s Not Just About Checking a Box

Sexual harassment prevention policies are more than legal necessities—they’re your organization’s cultural outline for respect and safety. Without them, you risk creating a workplace where misconduct is normalized and where employees feel powerless. It’s important to understand that having a policy isn’t enough. You can’t put one in the handbook and call it a day. Same goes for harassment prevention training. I can’t tell you how often organizations want us to draft policies and schedule training so they “can check the box, say we did it, and make insurance happy.”  Policies are living, actionable commitments that require regular training, clear communication, and, above all, action.

Neglecting to address harassment isn’t just unethical, it’s expensive. Lawsuits, turnover, reputational damage, and low employee morale can cost your organization far more than prevention measures ever would. And while legal obligations are important, what’s more important is creating an environment where people feel valued and safe.

Here’s what we wish all employers understood: inaction in the face of harassment isn’t being neutral—it’s being complicit.

When Complaints Go Nowhere

Here’s what happens: an employee bravely steps forward to report harassment, trusting that the organization will protect them. But instead of action, they’re met with silence or, worse, retaliation. What happens next? The rest of the organization will surely become aware, and word will spread causing employees to stop trusting leadership, productivity plummets, and talented workers leave. Once the story reaches your customers and community, your organization is stamped with the one label no one wants “toxic.”

Meanwhile, when complaints go unanswered, harassers often feel emboldened, and their behavior escalates. Others in the workplace develop a “why bother?” attitude toward reporting, creating a ripple effect of distrust and disengagement. This results in a culture that rewards silence encourages acquiescence and subverts accountability thus becoming a perfect storm for lawsuits, turnover, and shattered reputations.

Following up on complaints isn’t just about damage control; it’s about building trust within your organization.

Investigate thoroughly, act decisively, and communicate (within legal boundaries) outcomes appropriately. Employees need to see that their concerns are taken seriously and that their safety is non-negotiable.

What If the Harasser Is Top Leadership?

Here’s how to address it:

• Engage a neutral third-party: Bring in an external HR firm to ensure impartiality and credibility. Employees need to feel confident that the investigation isn’t just an exercise to protect leadership.
• Separate power from process: Temporarily remove the executive from decision-making roles while the investigation is ongoing. This protects witnesses and demonstrates that no one is above accountability.
• Communicate carefully: While confidentiality is crucial, employees need to know that the organization is taking the matter seriously. A vague “we’re handling it” or “trust the process” won’t be sufficient.
• Act without fear or favor: If the evidence supports the complaint, take appropriate disciplinary action, even if it means terminating a high-ranking leader. Remember, your employees are watching, and your response sets the tone for your entire culture.

Ignoring complaints against top leadership is like ignoring leaks and cracks in your foundation, it weakens the entire structure.

It’s About Culture, Not Crisis Management

Sexual harassment prevention isn’t just a policy; it’s a promise to your people.

It’s about fostering an environment where everyone feels respected, where leaders lead by example, and where trust isn’t just given but that it’s earned and maintained.

So, what’s the moral of the story? Don’t wait for the flood to act on the leaky faucet.

Invest in prevention, follow up on complaints, and address misconduct no matter where it originates because while it can protect your organization, accountability is what makes it thrive.

If your workplace needs help shoring up its harassment prevention measures—or handling an existing issue—don’t hesitate to reach out.

 

April 17, 2025

Paula Agee, SPHR, SHRM-CP, VP of Human Resources and Chief  People Officer