WILLIAMS AND LEBSOCK
Though we think a workplace climate survey can be immensely
valuable, we caution that managers and leaders should proceed
only if they’re fully committed to thoroughly and quickly address-
ing inappropriate behavior in their organizations. Once the surveys
are undertaken, they’ll create expectations of remedial action. They
might also attract unwanted publicity or be used against the com-
pany in future litigation. Those risks, however, are substantially out-
weighed by the opportunity to develop a work environment that’s
free of sexual misconduct, gender bias, and incivility.
Step 1: Communicate with Employees
Inform your employees that you’re undertaking an eff ort to under-
stand how fair, courteous, and safe their workplace is. The goal is to
encourage engaged and completely candid answers to the survey.
For that reason, it should be anonymous and administered by a third
party, not your HR department. Employees won’t have faith that their
answers are confi dential if the survey is conducted in- house, and if you
don’t off er true anonymity, their responses are less likely to be honest.
It’s crucial for employees to believe that management considers
an unbiased and harassment- free workplace a priority and is sin-
cere in its commitment to that objective. That will happen only if
senior management openly endorses the initiative, communicates
the importance of supporting it to the entire management team, and
periodically speaks to all employees about it.
Employees also need to believe that the end result will be bet-
ter policies for everyone. This last point can’t be emphasized too
strongly. If the steps you take to combat inappropriate gender-
related behaviors are seen solely as efforts to “protect” women
because of their vulnerability, the initiative will backfi re.
The fi rst organization- wide letter to employees might begin with
a statement like this:
We are gathering information on a confidential basis to better
understand our business’s workplace climate. Our goal is to ensure
that all employees receive equal opportunities, respect, and