Photo Credit: Vladimir Vladimirov
It’s hard to believe, but we are already halfway through 2026! It’s been gratifying to see the businesses we work with continue with the important work they started in the beginning of this year. So often, businesses will create new year’s resolutions to improve their policies and company culture, but this commitment must last year-round. For this month’s blog, we’re doing a mid-year check-in to encourage our audience to ask these five questions about their sexual misconduct policy.
How Does Our Business Currently Define Sexual Abuse, Misconduct, and Harassment?
Sexual abuse, misconduct, and harassment are not only difficult for a survivor to bring to attention to a workplace, but it can also be a challenge for workplaces to understand. It’s an issue that is taboo, multi-layered, and too often misunderstood. Using tools like RALIANCE’s Taxonomy can help companies define various misbehaviors in their policy and their report reviewing process. Categorization informed by expert opinion also has the added benefit of helping companies articulate which forms of sexual violence are most prevalent in their workplace, which is vital to identifying the types of prevention efforts necessary to prevent these events in the future.
Who Handles Reports of Misconduct?
Just as important as having a policy in place is knowing who is responsible for implementing it. Employees need to be confident that the party that receives their reports will do so while prioritizing respect, confidentiality, employee safety, and accountability. Some employees may feel uncomfortable reporting their incidents internally, which is why workplaces should also consider providing 3rd party reporting options for their staff.
Does Our Organization Consult with Expert Opinion?
A common reason why workplace safety policies, particularly in relation to sexual violence, fall short is because they are drafted without expert opinion. At RALIANCE, we have leadership with decades of combined experience in sexual violence prevention and education as well as survivor-based advocacy. Looping in teams like ours aids businesses in getting trauma-informed, survivor-centered, outside opinions grounded in real-world expertise. Partnering with us will not solve every issue within a company, but it’s a valuable first step in the long process of transforming corporate environments for the better.
We also encourage businesses to foster relationships with their local rape crisis centers and state coalitions to stay informed about the resources available to affected employees in their area.
What Does Accountability Look Like?
Survivors of workplace sexual misconduct often hesitate to come forward, and this is due in part to the belief that the perpetrator will face no consequences anyway. There must be a clear understanding company-wide that workplace sexual misconduct is not tolerated and will be taken seriously. If such misconduct is found to have been taken place, employers should leave the door open to ask the survivor what form of accountability or justice they would like to see. In situations of workplace sexual misconduct, survivors are put in a position where their sense of control is taken from them. It is up to the workplace to empower them by listening to what will make them feel safer and more respected.
What Message Do We Want to Send to Our Employees and Staff?
The way a company does (or doesn’t) discuss sexual abuse, misconduct, and harassment sends a message internally and externally. Every workplace should prioritize employee welfare above all else, and the language they use should reflect that principle. We encourage workplaces to review our blog, “How Language Shapes Public and Organizational Understanding of Sexual Assault” as a starting point for how they can convey this value to their audience. Remember: the words we use to combat sexual violence are just as important as the actions we take.
We still have half a year left, but we believe that 2026 can continue to be a year of workplace culture transformation. Every month of the year, we hope to see businesses continue to ask questions about where they are and where they want to be going forward regarding employee safety.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. Visit our website or our grant page for more information.