"Walking the walk" since the #MeToo Movement

53% of employees say that their company has “talked the talk" since the #MeToo movement went viral, but that they do not see it “walking the walk”

– a sentiment that rang true in a recent court decision against McDonald’s.

A decision by the Delaware Court of Chancery found that corporate officers owe a duty of oversight that, among other things, requires them to not ignore red flags about issues, like sexual misconduct, relevant to their duties when they arise.

The court’s decision is yet another reminder of the significant negative consequences an employer can face by failing to maintain and oversee the enforcement of anti-harassment and discrimination policies. It reinforces not only the importance of having clear workplace discrimination and harassment policies, training programs, and robust reporting procedures, but also the need for leadership to commit to overseeing and enforcing those policies and procedures, including taking prompt and meaningful action on complaints and ensuring there are consequences for behaviors like sexual misconduct.

Organizations must be intentional when it comes to transparency with employees and other stakeholders to ensure accountability. Basic compliance with the law is no longer enough – it serves as the floor, not the ceiling. Employers should strive to move beyond basic compliance to create workplace cultures that are proactive, continually reinforcing the values and culture of the company and the policies associated with them.