Critical Strategies for Protecting Your People and Your Organization from the Risks of Sexual Harassment with Kia Roberts
Every Training Unleashed Podcast delivers leading-edge strategies that will transform your organization. One recent podcast, however, takes it up one level higher, because it presents information that is not only important, but absolutely essential for the safety and wellbeing of your people and your organization.
You will want to watch this important podcast today. In it, Evan Hackel spoke with Kia Roberts J.D., Founder of Triangle Investigations. Kia is a powerhouse, recognized as one of today’s leading authorities on sexual harassment in the workplace.
About Kia Roberts and Triangle Investigations
Triangle Investigations is a group of lawyers and expert investigators conducting misconduct investigations within workplaces, schools, and other organizations. Triangle Investigations developed and created Telli™, an exclusive, easy-to-use and first-of-its kind app that works as a reporting mechanism for persons lodging allegations of misconduct, both in the workplace and in other organizational settings. Triangle Investigations also conducts dynamic, customizable, and engaging employee/organization member training sessions, and offers policy and procedural writing services for organizations.
Prior to founding Triangle Investigations, Kia was the NFL’s first-ever Director of Investigations, a position in which she handled investigations into allegations of violations of the NFL’s Personal Conduct Policy (the NFL’s Code of Conduct), for all NFL players and employees, both nationally and internationally.
Within this position, Kia managed a wide range of investigations, including but not limited to: sexual harassment investigations, workplace violence investigations, bullying investigations, and investigations involving both criminal and non-criminal conduct, both in and outside of the workplace.
Kia conducted numerous high-profile, highly-complex investigations within this role, while supervising a global network of security contractors. Before joining the NFL, Kia spent nearly a decade as a Senior Assistant District Attorney in the Kings County District Attorney’s Office in Brooklyn, New York. In her last years at the District Attorney’s Office, Kia was appointed by the elected District Attorney to the Office’s prestigious and highly selective Homicide Bureau, which was composed of the top 12 trial attorneys in the Office.
Kia obtained her law degree from Vanderbilt University Law School in Nashville, Tennessee. While at Vanderbilt, she participated in numerous organizations, and worked as a writer for Obiter Dictum, a law school publication, and also served on the Student-Faculty Relations Committee. Kia obtained her undergraduate degree from Duke University in Durham, North Carolina. While at Duke, Kia was on the Dean’s List, was a writer for The Chronicle, Duke’s award-winning daily student publication, and served on the President’s Council on Black Affairs, an advisory group to the President of Duke University.
What Companies Must Do to Protect their Employees and Themselves from Sexual Harassment
Kia explained to Evan Hackel . . .
“The first step is that companies really need to examine what their reporting processes are. Especially in the midst of the pandemic, a lot of organizations realized that they really didn’t have consistent and comprehensive reporting mechanisms for people to report sexual harassment, discrimination, or retaliation.
“The first step is for the company to think about how people are reporting what’s going on. Are they encouraged to go to their manager? Are they encouraged to go to human resources? Does the organization have a hotline for employees to use . . . how is management learning about allegations?”
Sexual Harassment Can Occur in Any Kind of Organization
“Triangle’s client base is anywhere sexual harassment, discrimination and retaliation can occur. That’s everywhere, from that small organization to a Fortune 500 company. Nonprofits too . . . you need to make sure that you have those reporting processes in place. And once you learn of a concern or specific report about misconduct, you need to really be in a position where you respond to that complaint robustly and as quickly as possible. Delays in responding to allegations of misconduct can be huge in terms of legal liability and really open up a company to some very specific dangers if concerns aren’t responded to in a rapid manner.”
Where Should Employees File Harassment Complaints?
“One thing that we really impress upon the organizations that we work with is that they have to have a mandatory reporting requirement with respect to the person who receives the complaint.
“With a number of investigations that we get, unfortunately, things have blown up and are already in the press. You’re in the New York Times? You know, a group of employees has taken to Glassdoor.com or social media to talk about their experience within the organization and how poor it was. And what we see in a lot of those instances is that an employee has reported something to their manager, but for whatever reason, the manager didn’t take it where it needed to go.
“The manager either said, `I’m sorry to hear that’ or, `I’m trying to avoid getting involved because of office politics,’ etc. And then things fester to the point that they explode.
“When a manager receives a complaint about misconduct from an employee, they have to report that up to a designated person within the human resources or employee relations space to make sure that it’s appropriately addressed.”
Make time to listen and watch this podcast today.
An Amazing, Not-to-Be-Missed Offer from Kia Roberts to the Training Unleashed Audience
If you contact Kia and her team by visiting www.triangleinvestigations.com, you can request a code of conduct, tailored specifically to your organization, at a special discounted rate. Now that is an incredible offer!
We hope you will watch this essential podcast [insert link] and begin applying Kia Roberts’s advice today to protect your people – and your company – from the dangers of mishandling sexual harassment complaints.