1. Create a framework
Building a roadmap for managers to handle allegations can make all the difference. “As an HR professional, you should never dismiss any type of issue that’s brought to your attention,” says Sonia Miranda, senior associate director of human resources for auxiliary services at the University of Southern California in Los Angeles, which provides training, support and policies to the university’s dining program. “Uber should have had a formal reporting and investigation process in place.” One important policy to prevent and address sexual harassment is the division’s no-retaliation policy for staff who come forward. Employees learn about the policy during onboarding, training and through communication boards posted across the dining halls.
At Colorado State University in Fort Collins, the dining program has adopted the university’s principles that guide employee expectations and define what inclusion, integrity, respect, service and social justice look like on the job. “While it is not specific to sexual harassment, if you live by the principles, sexual harassment should not take place,” says Liz Poore, the university's director of residential dining services.