Effective workforce management policies needs to be a core part of overall corporate strategy. Sexual harassment training can no longer be an annual "check the box" item, but rather an ongoing discussion as education and knowledge about basic human rights is critical in today's work environment. Here are five questions to help get the planning process underway.

1. How did we get here and how can we get back on track?

History shows that corporate policies surrounding sexual harassment have often taken a backseat to other – seemingly more "pressing" – corporate needs. The antiquated practices of yesterday are increasingly subjecting companies to liability, defamation and possible litigation. The right kinds of behaviors and workforce management policies must become a part of the overall culture and corporate strategy. Its what consumers are demanding and is becoming a driving factor in an employee's decision to work for or stay with an organization.

The first step is to engage leaders to think strategically about culture: defining the one you want; creating a clear picture of how leaders should behave; and for leaders to become acutely aware that their behavior drives corporate culture. An overhaul of HR policies will not change culture, and culture will impact a company's vulnerability to scandals and allegations of sexual assault in the future.

2. What can employers do to protect their employees?

There is still a great deal that must be done to address inequalities in the workplace. While some companies already have a pulse on the issue, the large majority of companies across the country need to develop a strategy to combat harassment directly. As noted, a critical step is to reflect on what the company's culture looks like – are employees happy? How do policies and practices drive the right behaviors? What does this actually mean for the company?

Building awareness to create an environment that is free from sexual harassment and discrimination comes from the top and is every individual's responsibility. Restructuring corporate policies is part of the success formula and is no small task. HR departments can create and communicate programs, but without support from the C-suite these programs will lose merit and fall flat – committed and engaged leadership is critical. The leadership team within an organization needs to set an example for what the workplace should look like and act appropriately if any claim of sexual harassment is presented to them. Without consistent accountability, sexual harassment issues will continue to run rampant throughout the organization. Success relies on succinct, top-down implementation.

3. How can companies move past the #MeToo era to shape new policies surrounding sexual harassment training and discussion?

Sexual harassment in the workplace is not new, but the #MeToo movement has highlighted the failure of leadership to prevent and partner with HR to address allegations. Curriculum on sexual harassment can no longer be a "check the box" item for a company to address once a year – these programs are now under the microscope. The trick is to institute regular and interactive education which is tailored to the audience; identifies the real risk factors in your organization; and develops a shared accountability to prevent and stop sexual harassment. A broadly generalized training that addresses some hypothetical situation won't spark behavior change. Effective training strives for more than compliance. It should facilitate cultural change that aligns with the company's core values.

Another step is to acknowledge that there is an issue within your organization. Unfortunately, the fact is we do offend each other even though the "bad" behavior may not be intentional. In order to minimize the risk of sexual harassment, it is critical to institute a policy that demonstrates your company's stance on the issue, while also adhering to state and local laws.

Additionally, it is necessary to educate employees on all initiatives which complement the policies themselves. If companies continue to discuss harassment with all employees in the organization, it can foster an environment where employees feel more comfortable coming forward and sharing difficult situations they have experienced. Education should be an ongoing discussion and leaders need to create in-person, one-on-one environments where people can share their perceptions.

4. What preventative and proactive measures can be taken to avoid issues of this nature in the future?

Unfortunately, there is no one-size-fits-all solution that can completely eradicate harassment. However, companies can implement stricter policies to address inappropriate actions and develop remedies to correct and resolve them. How so?

Think of your company's core values – focus on these and make them come to life. Setting (and resetting) the company's cultural cornerstones can help proactively support corporate sexual harassment policies. Above all, the role of HR is to be an advocate for the employees; there must be a widespread NO tolerance for harassment (and the behaviors that breed harassment, like bullying) policy.

5. How can technology help?

In the face of the multigenerational workforce, the convergence of HR and technology presents a unique and significant opportunity to address diversity and inequality in the workplace. Human Capital Solutions (HCS) can be utilized to help employers create innovative HR programs and office policies targeted toward employees of all ages with the aim of preventing volatile office environments, such as sexual harassment in the workplace.

At their core, HCS Consultants offer everything from onboarding, performance management, leadership development, benefit support and compliance capabilities. Through comprehensive assessments, employers can better understand their obligations, identify any areas of concern and find key solutions to bring them into compliance before it becomes an issue. When it comes to harassment, education and awareness are the best steps to take to avoid any issues with employees or regulators.

By utilizing technology to create personalized training programs, HR departments are relieved of administrative duties, and can expand deeper into the realm of problem solving to focus on the underlying causes of sexual harassment in the workplace – and implement policies accordingly.

Anne Gilson is director of business development and HR consulting at OneDigital.