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Reese and Lindenberg (2004) offer comprehensive guidelines for an organization to follow to convey that there is no flexibility in the organization's sexual harassment policy. They include:

? Creating a clear statement of what sexual harassment is and that it will not be tolerated

? Obtaining a strong commitment to an understanding of the policy by supervisors and top management

? Providing mandatory training programs for both employees and supervisors regarding the nature of sexual harassment to increase awareness of unacceptable behaviors

? Sensitivity training for supervisors to improve interaction with all parties involved

? Providing training for supervisors on the proper processes for conducting investigations

? Creating clear procedures for dealing with sexual harassment complaints

? Trained, neutral investigators to deal with sexual harassment complaints;

? Ensure that investigative teams composed of both genders

? Ensure that the organization investigative procedures safeguard the confidentiality of both the accused and the claimant, including sanctions for breaches of confidentiality

? Timelines for various policy processes - interviews, investigations, findings, reporting

? Specific procedures for reporting, to the complainant and accused, the findings and outcomes of the investigation on at least some level

? Serious sanctions for inappropriate behaviors; and

? Including supervisor handling of sexual harassment complaints in supervisory evaluation procedures...

It will also safeguard both employees and the organization alike. In the case of Cartwright Porter Regional Airport simulation, an issue arose regarding an advertisement that employees felt had sexual overtones. This turned out to be an opportunity for the airport to take a stance on the issue of sexual harassment...

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