Recent court decisions have vacated key portions of the EEOC’s 2024 harassment guidance, rolling back protections for cases involving sexual orientation and gender identity. While these changes limit which cases the EEOC may pursue, harassment that targets employees across multiple identities — including race, gender, sexual orientation and disability — remains pervasive and high risk.
Join us on October 8 at 1:00 PM ET with Shea Holman of The Purple Method to examine what this shift means for Employee Relations. We will discuss how to close policy and process gaps before they become exposures and why your harassment prevention strategy must continue to protect all employees, regardless of changes in federal enforcement.
You’ll learn:
- Why the EEOC’s current stance creates compliance, cultural and reputational risk for organizations
- How intersectionality influences harassment prevalence and why gaps in coverage can erode trust
- Practical steps ER leaders can take to ensure policies, processes and training protect every employee
Register today.
