Generally speaking, the feeling of exclusion or being left out can cause notions of insignificance, isolation, or rejection that could wear on one’s motivation. However, physical violation can cause the same emotional warfare. And in the era of #MeToo—a movement launched by victims of sexual harassment to initiate awareness of the issue—you as management have a responsibility to educate your employees about sexual harassment at work.

Unfortunately, recent ongoing reports of sexual misconduct in Hollywood, politics, media, and the celebrity culinary world have served as startling reminders of why a sexual harassment policy is imperative to have in the workplace.

According to the Equal Employment Opportunity Commission, sexual harassment is unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Frequent or severe misconduct resulting in a hostile or offensive work environment, or the victim’s termination or demotion, is considered illegal. Protect the integrity of your staff and business by implementing a sexual harassment policy. According to hrdailyadvisor.blr.com, your policy should include:

Your zero tolerance stance

Examples of what can be construed as sexual harassment

A clear definition of sexual harassment

An emphasis to report these incidents immediately

Reassurance that subjects or witnesses of harassment will be protected from retaliation

Details of the complaint and investigative procedures

Insurance of confidentiality (aside from law enforcement and other management)

The institution of a training program

Ensure your team feels valued, protected, and excluded from ever having to say… “#MeToo.”