Gender equality and sexual harassment are largely addressed separately within most enterprises: Harassment training is largely viewed as a compliance and risk mitigation effort designed to protect the organization, while gender and diversity programs are implemented to attract, retain and advance women in leadership. According to current research, less than a third of HR managers believe that gender equity is a strategic business priority. Until now, there has been no predicted “critical failure” threat necessitating that diversity initiatives be successful. The reality of #MeToo consequences, coupled with a tight labor market, are creating a looming critical failure scenario: programs, policies and initiatives that used to be considered nice-to-have, will soon become—if they are not already—critical business strategy. This strategy must be grounded in addressing workplace cultural behaviors and practices at odds with engagement trends in addition to mitigating legal risk.
The Gender Equity Iceberg program enables HR & Operations leaders to integrate harassment and gender strategy by learning how the issues are inseparable, and how to identify high leverage points for organizational change.
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