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Below are 10 guidelines to support a healthy culture
through the prevention of harassment, discrimination, Protected Classes
and bullying:
Under federal law, it’s illegal to harass or discriminate
1. Audit your talent pipeline and create deliberate, inten- based on the following protected categories, or classes:
tional advancement of qualified women across the resort • Age (40 or older)
(including operations departments) by providing trans- • Race
parent opportunities for upward mobility.
2. Ensure placement of strong, experienced, qualified HR • Color
leadership in executive-level positions that report to the • Religion
top executive, whether that is the CEO, president, or • National origin
general manager—not the CFO or other senior leader. • Sex (including pregnancy)
3. Consistently enforce policies for reporting, investigating, • Disability
and resolving complaints of bullying, harassment, and • Genetic information (including family history)
discrimination.
Source: https://www.eeoc.gov/facts/qanda.html
4. Train leaders to model the right behavior, take com-
plaints seriously, and respond with empathy.
5. Conduct investigations swiftly and ensure that the con-
sequences fit the offense. The accused are entitled to due distract from your resort’s reputation as amazing place to
process. Filing a false complaint should have appropriate work and play.
penalties as serious as being found guilty of harassment.
6. Try to bring in an expert to facilitate anti-harassment Laura Moriarty, SPHR, SCP, is the former vice president of
and bullying training at least annually to encourage a human resources for Booth Creek Ski Holdings. Moriarty is a
robust discussion of real-life issues that happen in our nationally known ski industry consultant, trainer, and facilitator
industry, rather than an impersonal legal or comput- of compliance, management, leadership, and strategic content.
er-based presentation or quiz. She is a frequent contributor to the NSAA Journal. Contact her
7. Train team members to stand up to inappropriate at http://www.tahoetrainingpartners.com/.
conduct and on how to report issues, but understand
that it will still be up to the supervisor to notice behav- Resources
iors if team members don’t complain. Statistic Brain Research Institute, April 26, 2017, https://www.statistic-
8. Audit physical environments such as locker rooms, kitch- brain.com/sexting-statistics
ens, and shop areas where a reasonable person might be Cosmopolitan Magazine, https://www.cosmopolitan.com/sexting
offended by certain inappropriate behaviors and discus-
Charges Alleging Sex-Based Harassment (Charges filed with EEOC)
sions, and discourage everyone, including women, from 2010-2016, https://www.eeoc.gov/eeoc/statistics/enforcement/sexual_ha-
becoming complicit in this culture. rassmentnew.cfm
9. Ensure your EEO, anti-harassment, and discrimination “A New Poll on Sexual Harassment Suggests Why ‘Me Too’
policies cover federal, state, and locally protected classes Went so Insanely Viral,” http://fortune.com/2017/10/17/
(see figure 3). me-too-hashtag-sexual-harassment-at-work-stats
10. Ensure leaders and team members understand it’s not the http://rocunited.org/2014/10/
intent of their comments or behaviors that count, it’s the new-report-the-glass-floor-sexual-harassment-in-the-restaurant-industry/
impact on the receiver that matters. https://www.vox.com/identities/2017/11/21/16685942/
sexual-harassment-industry-service-retail
Our resorts provide places where friends, families, and our In Ellerth and Faragher, two cases decided by the Supreme Court in 1998,
own employees gather, recreate, and reconnect in beautiful the Court held that an employer is strictly liable for supervisor sexual ha-
mountain environments. Our leaders need to be on a re- rassment that ends with a “tangible employment action, such as discharge,
lentless quest to create conditions in which all managers and demotion, or undesirable reassignment.” 524 U.S. 742, 765.
team members can provide this experience while enjoying http://www.sexualharassmenttraining.biz/sexual_harassment_training_
equal opportunities to excel and develop. Avoiding-Mistakes-in-Sexual-Harassment-Prevention-Training.html
It takes courage to lift the veil of silence. This is the time Tahoe Training Partners “Respect Gets Respect” workshops, http://www.
to proactively eliminate conduct and conditions that may tahoetrainingpartners.com/

44 | NSAA JOURNAL | SPRING 2018
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