- More than 1 in 5 companies still don't offer sexual harassment training, a study by XpertHR finds.
- The report says less than a fifth of companies plan to offer bystander training, which teaches people how to respond in instances when they suspect another person at work is being harassed.
- Nearly 40 percent of companies believe confidentiality should still be a part of sexual harassment agreements, according to the study.
When sexual harassment allegations against Hollywood film producer Harvey Weinstein came to light, the #MeToo movement took off — and its reach has been far and wide.
Still, it's not exactly taking off in the office, according to one study.
Although 90 percent of companies have a sexual harassment policy in place, more than 1 in 5 still don't offer training to prevent such incidents, according to a report from XpertHR, a human resources consulting firm.
Just 35 percent of surveyed companies plan to implement a new a sexual harassment policy in 2018, while 37 percent will amend their current one.
XpertHR polled more than 500 human resource professionals in February.
"Training is a key aspect to preventing harassment in the workplace," said Jessica Webb-Ayer, legal editor at XpertHR. "It's disconcerting that not as many employers as you'd think have a training process in effect."
But half of companies said the problem of harassment has taken on new importance in 2018.
XpertHR also found that less than a fifth of companies plan to offer bystander training in 2018, in which people are taught how to respond if they suspect another person at work is being harassed.
"There are a lot of reasons why victims don't come forward, but if someone else is seeing what's happening then they can report it for them," said Webb-Ayer.
Some victims stay silent because they're legally obliged to do so.
Confidentiality agreements, a common part of sexual harassment settlements, have been in the news as part of the #MeToo movement. But many companies still use them.
Nearly 40 percent of companies in the XpertHR poll still believe confidentiality or nondisclosure agreements should be a part of sexual harassment settlements — and 1 in 5 said they have reached such a settlement during the last five years.