Your Organization’s Role in Responding to #MeToo: Creating a Culture of Anti-Harassment and Inclusion


A 2014 Gallup poll reported that the average full-time working American spends 47 hours a week working.  Understanding this reality, it is a business and moral imperative that the workplace is a “safe space” for all people who enter into it.  Federal and state laws provide a baseline of protection for providing equal employment opportunity.  However, this threshold of legally mandated protection is the bare minimum for what is required to create a “safe space” for all employees.
The modern workforce is comprised of people from various identities.  Unfortunately, federal law, and the law of many state and local jurisdictions do not require legal protections for various classes of people, including members of the LGBT community, just to name one group.
The business case for broadly embracing diversity has never been so compelling.  This session will discuss the rationale for why organizations should aim to create a culture of inclusion that spans beyond what is legally mandated.
What you will learn:

  • Why Companies Should Protect More Than What the Law Requires
  • How Different Generations View Diversity and Inclusion and Why This Difference Matters
  • How Diversity and Inclusion Programs Differ from Legally Mandated EEO Programs


Jessica Childress

Managing Attorney, The Childress Firm