Leadership is absolutely important. Those messages that sexual harassment won't be tolerated do need to come from the highest levels of any organization. However, I think a really important and missing piece of the puzzle in terms of that leadership is that leaders need to create practices in organizations that deal adequately with sexual harassment after it has already occurred.
So yes, primary prevention is important, but secondary prevention is really where a lot of organizations are falling down. Our work has really shown this very clearly. The way investigations take place and the timeliness of responses to complaints of sexual harassment are incredibly important not only for the individuals involved, but the way those complaints are handled sends clear messages to everybody in the organization that the organization and the leadership team are competent in dealing with discrimination in all of its forms and that the problem won't be tolerated.