The national conversation about sexual harassment
provides an opportunity for HR to have a positive
impact. SHRM encourages all employers to:
ā ā Commit to a workplace culture of respect, tolerance
and civility—one that does not tolerate harassment
and where everyone is held to the same standard.
ā ā Adopt a policy that defnes workplace sexual harass-
ment and provides a procedure for promptly address-
ā ā Conduct regular, thorough educational training for
both employees and supervisors.
ā ā Educate managers to report to HR knowledge of and
concerns about unlawful harassment or other inap-
ā ā Prevent retaliation.
ā ā Fully investigate complaints as they arise and act on
To help HR professionals respond, SHRM has
created a webpage containing the latest advice and
resources on training, policies, investigations and
more. Go to www.shrm.org and search for “Workplace
SHRM CEO CHAIRS WHITE HOUSE ADVISORY BOARD
Johnny C. Taylor, Jr., SHRM-SCP,
president and chief executive ofcer
of SHRM, has been named chairman
of the President’s Board of Advisors
on Historically Black Colleges and
President Donald Trump named
Taylor to lead the advisory board at a
White House event in late February.
“Today’s organizations all share
the same challenge: closing the skills
gap while building diverse, inclusive,
engaged workforces,” Taylor said.
“By working together, across all
sectors—the HR profession, HBCUs
and this advisory board—we can
strengthen the relationship between
education and employers,” he said.
Before joining SHRM in December, Taylor was CEO and president of
the Thurgood Marshall College Fund,
the nation’s largest organization
exclusively representing the black
SHRM CEO Johnny C. Taylor, Jr., SHRM-SCP, accepted an advisory board role at a White House event with President Donald Trump.
RESOURCES FOR ADDRESSING HARASSMENT