True Story: Imagine starting your career in a male-dominated environment. Your male superior advises that because you are "too pretty" and "the wife might get jealous," you cannot go on work trips unless the project and related budget allow others to join. Protective work policy or blatant insulting gender discrimination? 

After the explosion of #MeToo, we heard new workplace rules could ban handshakes or touching of any kind, one-on-one meetings with women behind closed doors, lunches, or mentoring, and traveling with a female colleague. 

Your initial reaction might be to say, "That makes sense to protect the female colleague." One person advised, "Women can't have it both ways, and they should not be able to complain about sexual harassment and then object if the company enacts work rules to protect them." But—who are these rules designed to protect, and are they legal?

We have also heard that some men have decided to limit their interactions with women or avoid them altogether. Rep. Robert Foster and former Supreme Court Chief Justice Bill Waller, Jr have stated that they would not be alone with a woman, not their wives, even if in a professional context, citing "common sense" and the Billy Graham Rule. The late evangelist allegedly stated, "that a man cannot be alone with a woman to whom he is not married, including in a professional context." This issue caused a social media frenzy for VP Mike Pence after a statement he made in 2002 surfaced that he does not eat alone with a woman or attend an event that serves alcohol unless his wife is present.   

We believe these supposed "protective" positions or rules are counter-productive and harmful to women's social and professional growth working in male-dominated environments and are highly prejudicial. In the workplace, they are illegal. Title VII, which governs workplace discrimination, does not allow employers to treat employees differently based on specific protected characteristics, including the sex of a person. 

More importantly, these measures and statements only underscore the lack of understanding of sexual harassment and what is needed to eliminate bad behavior. This failure expands to the younger generations. Would it surprise you to know that in our true story above, the superior is in his early thirties? Some men may fear the temptation to overstep a marital boundary or engage in unwelcome harassment or fear the appearance of a sexual or romantic liaison for spending time with a female colleague. However, there are ways to alleviate these fears without eliminating potentially productive business interactions. And, as you might guess, women in the work environment have protected civil rights that far outweigh any spouse jealousies or concerns.

Men, how about committing to educate yourself on what constitutes sexual harassment and how to behave and respect your female colleagues? You alone control your actions. As a company, how about implementing zero-tolerance policies against sexual harassment and educating your employees from the top down on the consequences if violated? What about teaching employees to no longer tolerate such behavior as bystanders and how to intervene or report if necessary? 

In our true story, the male superior's statements constitute gender discrimination and are highly insulting. First, we are confident that the company does not have a policy prohibiting one-on-one travel with "a pretty woman to prevent a spouse from getting jealous." Quoting from a recent Vox article, "Employers are not permitted to base employment decisions on gender-based stereotypes—including the stereotype that women are temptresses, or incapable of having purely professional relationships with male bosses or co-workers." 

Second, how arrogant is it for the superior to think the female colleague might find him attractive.

After #MeToo, new company policies may discourage one-on-one travel to minimize the possibility of impropriety or sexual harassment. Still, again, we believe such policies are not helpful for the progression of women in the workforce and are potentially illegal as a violation of Title VII. 

How might our young female have responded to her superior? "With all due respect, I am not interested in a personal relationship with anyone at work. I am here to learn and progress in my career. Since this company hired me, I assume confidence in my abilities and support without prejudice or discrimination. I hope to add value and prove my competence." 

To all men - we need your help and commitment to change human behavior and the culture of sexual harassment. We need your help to hold men to a higher standard. To the companies we work for - we need transparency and more focus on the human elements of behavior with proper interactive training. Only then will there be accountability to #changetheculture to a more healthy and prosperous environment, free from #abuse and #workplacesexualharassment. 

#TimesUp. Let's #playniceatwork. For more on this and related topics, check out  Play Nice - Playground Rules for Respect in the Workplace, and join us at  www.thesandboxseries.com.