That's right. There are a number of things that can be done, but each of them would have to be contextual. There is no one solution that's going to fit every single circumstance. Some of the things that can be done are to change the reporting relationship between the victim and the alleged perpetrator of sexual harassment. Another thing would be to move one or the other of them, but there would have to be some voluntary element to that move. It's not fair to force the victim of sexual harassment to change jobs simply because she—usually she—came forward with a complaint. Likewise, it's not fair to the alleged perpetrator to damage his—usually his—career by forcing him to move into a different role or a different managerial position. There would be a stigma attached to that. I don't think there's one answer that would fit for all situations on that point.
You have to look at the context. You have to look at the nature of the workplace. You have to look at how serious the complaint of sexual harassment was, and you have to look at whether an attempt at an immediate informal resolution of the problem was already made and failed.