What Happens When an Employee Calls the Ombudsman? In this Q&A she describes what the workshops cover, how bystanders might intervene, which scenarios should make them most attentive, and more. “If Something Feels Off, You Need to Speak Up”Ĭorporations have been hiring Asha Santos, an employment attorney, to run bystander-intervention workshops since the #MeToo movement created a heightened need for solutions-focused training. She argues for a “new school” approach whereby managers handle the issues themselves, focusing less on punishment and more on solving the problem. Lawrence uses these examples to argue that the “old school” investigatory approach often fails to protect women and stop harassment, which is typically victims’ primary goal. (She left the company.) At the other, a manager immediately called a meeting with the harasser and told him to stop, which he did. At one workplace, several HR people took reports and conducted an investigation that was inconclusive and led to no punishment for her harasser. The author, a legal analyst and the author of Staying in the Game: The Playbook for Beating Workplace Sexual Harassment, describes how two former employers responded to her complaints about sexual harassment. And they argue that formal grievance procedures should be supplemented with voluntary dispute resolution and an ombuds office that can handle harassment claims on victims’ terms. companies, the authors recommend bystander awareness and manager training, which enlist all trainees in the effort to address harassment. On the basis of their study of more than 800 U.S. Nevertheless, some 40% of women still say that they’ve been sexually harassed at work-a number unchanged since the 1980s. organizations have sought to address sexual harassment (or to protect themselves from being sued because of it) with mandatory training programs and formal grievance procedures.

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