Sexual harassment claims increasingly expose your organization to significant business, financial, and human resources related costs and liabilities. Potential claims now often exceed six-figures. More importantly, sexual harassment increases recruitment and hiring costs, increases absenteeism and turnover costs, lowers employee morale, reduces job performance, and results in lost productivity. As a result, if your company has a 6% profit margin, it will have to generate $1,667,000 in new sales to cover the costs of each sexual harassment claim or award of $100,000.
Thus, while the financial liabilities of sexual harassment can be substantial, they represent only a part of the total cost. To the extent sexual harassment defines how your organization values its employees, your organization increasingly becomes a place to avoid. To the extent your organization accepts of sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: you don’t value them. And to the extent your organization does not take immediate action to correct problems, you demonstrate to employees that they should look for employment elsewhere.
As a result, the marketplace is increasingly asking and evaluating the following critical questions:
- Does the organization avoid the growing legal pitfalls to avoid sexual harassment?
- Does the organization properly conduct sexual harassment and workplace investigations?
- Does the organization properly weight and balance privacy issues and concerns?
- Are all employees encouraged to report incidents of sexual harassment?
- Are all supervisors and managers required to take action and report incidents?
These critical issues and other important elements of an effective sexual harassment program will be discussed.
By attending this webinar participants will learn to:
- Discuss the impact of sexual harassment within your organization
- Define the definition and types of sexual harassment
- Describe how sexual harassment affects the achieve of organizational goals
- Discuss the financial impact of sexual harassment on your organization’s bottom line
- Discuss the human resources impact on the planning and managing of your work force
- Play a leadership role in reducing sexual harassment
Who will benefit?
- HR Professionals
- Internal and external auditors
- Compliance officers
- Risk managers
- C-suite executives
- Boards of Directors
- Middle and on-line managers
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues, and unemployment insurance issues. Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool—now in the tenth edition.
Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and taught a course on HR auditing. Additionally, Mr. Adler has served as a certified instructor for the CPCU Society and has conducted courses on employment practices liabilities.
Mr. Adler has served as a member of the Institute of Internal Auditors
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, and formerly served on the National Employment Committee. Mr. Adler has additionally served as a consulting expert on workplace issues to SHRM’s legislative staff and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in Finance from the University of Maryland and an M.B.A. from Southern Illinois University.