In this Bloomberg Law Insights article, Jonathan Segal of Duane Morris says there are at least four ways that employers/leaders could hurt women in their efforts to prevent and remedy sexual harassment. Fortunately, the risks are largely within an employer’s control so that they also can be avoided, he says.

I. Introduction

We have witnessed a tsunami of sexual harassment and assault charges against people of power in Hollywood, the media and politics. Indeed, as a result of Time magazine’s naming “Silence Breakers” as “Person of the Year,” it is only a matter of time when we start seeing more cases against business leaders in more traditional industries.

There is no doubt that we have reached a tipping point. No credible person can deny the reality of sexual harassment, and no smart or ethical business can ignore it. The silence has been broken, hopefully forever.

However, there are at least four ways that employers/leaders could hurt women in their efforts to prevent and remedy sexual harassment. Fortunately, the risks are largely within an employer’s control so that they also can be avoided.

To read the full text of this article, please visit the Bloomberg BNA Big Law Business website.