Well, it can help avoid the costs that are associated with complaints that get filed against the employer, costs that may involve settlements as a result of a grievance registered against the employer. So there are those direct costs.
There are also direct costs in the form of productivity. Workers are absent from work because they're feeling stressed or uncomfortable being in the workplace because of either harassment or discrimination, so we lose that worker's productivity. It can also have a radiating effect. It can affect other workers who aren't directly involved because of their association with what we call a poisoned work environment, so we're not getting the job done through the people we have available. That has a direct cost implication. It certainly does for agencies that are dependent upon public support, taxpayer support.
The costs associated with settling some of the claims that employers have faced, claims that have resulted in awards to the complainant, represent a cost right off your bottom line.
When we talk about the cost of maintaining a healthy and safe work environment, I'd classify those two costs. Employee morale and job satisfaction have a big impact on productivity, and of course, there are those direct payouts if an award goes against the employer.