Five years ago, Hollywood actresses, Olympic gymnasts, and women across a variety of sectors sparked the #MeToo movement with allegations of sexual harassment against entertainment, sports, and business leaders. The movement launched robust national and state legislative efforts to reduce workplace harassment and perceived efforts by employers and accused harassers to keep claims hidden from public view.
As a result of #MeToo, many employers now provide more intensive training to prevent workplace harassment, immediately investigate claims of harassment, and have implemented “zero tolerance” policies toward offenders. Employers in many states have changed their employment contracts and settlement agreements to comply with prohibitions on employer non-disparagement clauses and bans on confidentiality regarding harassment claims.
However, while much has changed for employers over the past five years, it is not clear that efforts to address sexual harassment have significantly improved workplace conduct.
One of the #MeToo movement’s significant accomplishments is increased employer focus on effective sexual harassment prevention training. While anti-harassment training has been mandatory for most California employers since 2005, New...
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