Unconscious Bias as a Major Leadership Blind Spot.

Strategies for Dealing With Difficult People.

Valuing and Managing a Diverse Workforce.


Below is a list of articles by Major Ben Brooks that have appeared in the Times Herald.

A Picture Is Worth A Thousand Words

Like many Americans, when I was awakened by the news that George Floyd had died as result of a police encounter, I was mortified. In that instance, the pictures were worth more than a thousand words. To see a police officer with his knee on the neck of a person who is...

Defund the Police

Few words have gotten much attention from the law enforcement community like, “Defund the Police.” It is a phenomenon that strikes at the core of believing that law enforcement was an entity unto itself. They called the shots for what they did. The mention of the word...

Black Lives Matter

Of all the colors in the universe, none has caused more consternation among the psyche of white America, like the term "BLACK." I recently visited a UPS store, returning merchandise to Staples. When I left the store, I was greeted by a young white male who was wearing...

Racial Profiling Case Settled

Like many of you, I have followed the racial profiling case involving Whitemarsh Township police department.  I was especially interested to hear when the case was finally settled and the victims received a cash award for the wrong they perceived occurred to them.  I...

Police and Community Partnering

Like many of you, I have been very disturbed about the sharp rise in the murder rate in our cities. The police as well as the general public have expressed outrage, and rightfully so. From the lack of sufficient manpower on the streets to the reticence of the public...

Minority Recruitment: A Growing Dilemma

Law enforcement is facing a serious dilemma of how to attract and retain females and minorities within its ranks. At a time when debate is growing over the program of police profiling and the numbers of females and minorities interested in law enforcement as a career...

Diversity is About the Bottom Line

Diversity is a term that has been bandied about for many years. The mere mention of the word conjures up discrimination, different treatment, unequal treatment, reverse discrimination, and a myriad other choice phrases. Because it has become such a hot-button issue,...

Sexual Harassment: Easing Your Conscience or Addressing the Bottom Line

By Major Ben Brooks

I received an e-mail from a small organization that wanted to engage my services to provide sexual harassment awareness training to their small staff.   The human resources director was very serious about undertaking the initiative since the organization had not done any training in that area. She was targeting everyone in the organization, including the CEO.

I sensed that the CEO would be a reluctant participant when the HR director indicated that he may be a part of the organization’s problem. She was quite surprised when I informed her that my sessions are three to six hours long.  She was hoping to have the whole process take no more than one hour. It is interesting that so many organizations have that same mindset.

With the constant bombardment of information about sexual harassment cases that are published in the news, one would think organizations would be more vigilant. How sad that a topic that is so important and affects so many people would be given a short shrift instead of a comprehensive addressing of the issue. An hour’s presentation simply would satisfy the organization’s conscience that the issue was addressed. Instead, a fully implemented program will insulate the organization from serious liability. If the employees are the most valued assets of the company, let them know it by ensuring that each one is given comprehensive awareness education that will protect them and the organization from serious liability.

From the earliest cases of unwanted, unwelcome behavior to the recent ruling about retaliation, sexual harassment awareness has evolved over the decades, and it is time for organizations to become proactive and put more emphasis on organizational education and less on organizational liability. Here are a few simple steps to insulate your organization from serious liability:

  1. Develop a sexual harassment policy.
  2. Publish the policy to all employees.
  3. Educate all employees and supervisors.
  4. If an allegation surfaces, if possible have an outside entity conduct the investigation to ensure the highest degree of confidence and impartiality in the process.
  5. Take immediate action when an allegation is lodged.
  6. Insure that there is no retaliation
  7. Document, document, document.

Comprehensive educational awareness of sexual harassment is a matter of dollars and sense. Not only will it save the company or organization big dollars, but it makes a lot of sense.