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Oct. 5 will mark one year since Harvey Weinstein was first accused of sexual harassment. That story, first reported in The New York Times last year, gave rise to the country’s #MeToo and #TimesUp movements, highlighting the issue of sexual harassment and gender inequity in the workplace. This type of misconduct doesn’t just happen in “other” workplaces; it happens in the legal arena too. Because harassment and inequity go hand in hand, law firm leaders must work to solve both issues in tandem.

By taking four steps to address potential problems, chairs and managing partners can significantly increase their chances of retaining their female and minority attorneys: conduct a robust climate survey to understand people’s experiences with harassment and misconduct; ensure that the firms they lead have comprehensive, multifaceted reporting programs in place; communicate the reporting and resolution options that have been put in place; and hold bad actors accountable.

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