I know. From experience.
In themselves, firings, lawsuits, board resolutions, and employee training won't put an end to harassment, or to organizations' file cabinet compliance with civil rights laws.
For the first half of the '80s, I worked for a Fortune 500 company, managing an in-house agency staffed largely by women.
One day, the company announced its appointment of a new CMO, a man who'd been a behind-the-scenes operative in Republican presidential politics for two decades.
It wasn't long before a few of them came to me, independently of one another, and told me of his many unwelcome advances. I asked the other women who reported to me whether the CMO had hit on them, as well. He had.
I didn't hesitate to report my conversations to my boss, who went immediately to HR.
I didn't hesitate to report my conversations to my boss, who went immediately to HR.
The CMO was fired, unceremoniously, the same week.
I failed to mention: women filled many of the senior executive positions in the company at the time.
Those will end when more women lead.