Ms. Johnson testified about how to change culture and emphasized the importance leadership has on this issue. Ms. Johnson stressed the importance of accountability and transparency to credibility. She encouraged the committee to make guidelines for what harassment is and what is seen as creditable. Ms. Johnson discussed the possible perception that HR employees are working to protect the institution. She also suggested that a harassment policy be more than just about what is illegal, but also address what is inappropriate behavior.
Ms. Johnson then testified about effective training, but pointed out that training should not be the only tool used to address harassment in the workplace. Ms. Johnson suggested that all employees under the policy be required to participate annually in training and that some training be separated for different groups in the workplace. Ms. Johnson pointed to Maryland legislation that requires lobbyists to attend sexual harassment training. Ms. Johnson suggested that harassment training not be separate from workplace culture training. She explained that bystanders intervention, who to report to, investigation process, resources available, and consequences should all be included in the training, with examples tailored to the workplace.
Finally, Ms. Johnson reviewed transparency and the importance of reporting data related to complaints. Ms. Johnson stressed that reports must protect confidentially, provide aggregated information related to the number of claims, settlements paid out, or other data as to not identify any individuals.