How effectively do your workplace sexual harassment policies, objectives, and practices align with your strategic, business and talent management objectives?

To what degree are your organization’s workplace sexual harassment policies and practices effective in  enhancing the value of its human capital, making your organization more competitive, and helping your organization achieve its strategic and business objectives?

How effective is your organization’s workplace sexual harassment policies and practices in positively impacting the organization’s financials (e.g., revenue, labor costs, profitability, and earnings per share)?

To what degree do your organization’s workplace sexual harassment policies and practices demonstrate your commitment to compliance with laws and regulations?

How effective is your organization in assessing current and future external factors ― such as the economy, competition, technology, or laws and regulations ― for their impact on the purpose, scope, and effectiveness of your workplace sexual harassment policies, practices, and processes?

How effective is your organization in assessing current and future internal factors ― such as changes in the culture, values, or mission, organizational structure, strategic and business objectives, or work force diversity ― for their impact on the purpose, scope, and effectiveness of your workplace sexual harassment policies, practices, and processes?

To what degree do you regularly assess your workplace sexual harassment policies, practices, and processes to determine if they comply with federal, state, and local laws, regulations, Executive Orders, professional standards, and, where appropriate, best practices?

How effective is your organization’s culture, values, and ethical standards as relates to supporting and enhancing the organization’s workplace sexual harassment policies, practices, and processes?

How effective are your managers and supervisors in answering routine employee questions as relates to the organization’s workplace sexual harassment policies, practices, and processes?

By soliciting feedback through surveys, to what degree have you been effective in ensuring employees feel your workplace sexual harassment policies, practices, and processes are fair and clearly communicated?

How effective is your organization in identifying and assessing the financial and organizational risks associated with noncompliance with workplace sexual harassment laws, regulations, and court decisions?

To what degree does your organization monitor Key Performance Indicators (KPIs) to measure its performance in meeting its workplace sexual harassment objectives, obligations and key factors that affect those outcomes?

Does your organization have procedures in place to regularly assess its sexual harassment policy coverage and compliance requirements to ensure that it meets statutory and contractual policy obligations?

To what degree does your employment handbook, or other policy notices, that it is committed to creating and maintaining a workplace free of sexual harassment? 

How effective is your organization’s workplace sexual harassment policy in including a definition of sexual harassment?

How effective is your organization’s workplace sexual harassment policy in providing a listing of prohibited sexual harassment acts or activities?

How effective is your organization’s workplace sexual harassment policy in outlining what appropriate action will be taken against policy violators?

To what degree has your organization established separate and specific grievance or compliant procedures for employees victimized by sexual harassment that encourage them to utilize when the occasion arises?

How effective is your policy at stating that all employees have a duty to report sexual harassment regardless of whether they are a victim or a witness?

To what degree does your policy identify someone other than an employee’s supervisor who will be available to receive and investigate sexual harassment complaints?

To what degree does your policy clearly state that it is a violation of the policy to retaliate against a sexual harassment complainant or individuals assisting in the enforcement of the policy?

How effective is the organization in providing a copy of the sexual harassment policy to subcontractors, independent contractors, vendors, and other third parties with whom you do business with?