Organizational change has become frequent and commonplace, with 95% of orgs undergoing two or more transformation in the past three years alone.

We’ll gently guide and work with you through this process in five steps: preparing your organization for change, working with you to craft a vision and blueprint for that change, implementing the change, embedding the changes in your organization’s culture, and reviewing progress and analyzing results.

In shifting culture to one that is more explicitly safe and gender inclusive, it’s crucial that the members your organization are on the same page, to create a safe environment, and engage entire team toward common goal. We’re here to ensure that everyone on your team is on board and feels safe and included throughout the process.

Having policies, procedures, education, and change management through culture shifting for team will empower your company in greater gender inclusion and in reducing misconduct.

We will use our expertise to formulate, implement, and maintain a tailored plan that works for the needs and wants of your organization.

Many organizations and individuals offer education and training. However, most employees speak of their employer’s harassment trainings with frustration and contempt. Data shows that the standard training creates a backlash that is counterintuitive to preventing harassment and assault.

Instead, we understand what makes education and training more effective, and that the members of your organization (employees, managers, etc.) must feel seen, heard, and mostly importantly, empowered for positive change.

When an incident is reported, your first step will be a third party investigation. Unlike most investigators, we’re usually able to find past incidents, thus increasing internal support.

How we manage and/or mediate the incident, and prevent secondary trauma to your company/community, and most importantly, to the survivor will vary based on the specifics.

Your company/community should heal and transform. Once the situation is resolved, we’ll institute tools and systems to dramatically decrease the likelihood of future incidents.

Any solution or process around sexual misconduct should work toward preventing future incidents. We believe that the workplace/community and survivor should be made as right as possible.

You can read more about our thoughts on this here.

Post-incident, your company/community may work with attorneys to prevent legal liability.

This is crucial, and yet, the court of public opinion has become an increasingly more important factor in incidents of sexual harassment and assault. Focusing solely on attorneys and legal liability can result harming your reputation, and in causing inadvertent harm to the survivor and your company/community.

We understand how to address both of these courts*. We can interface with your law firm/attorneys, and will work with your law firm/attorney to help you navigate both.

*we do not provide legal representation or legal advice

Repeatedly, survivors tell us (and other advocates) that processes were not transparent, and the reaction of their community or employer caused distress, which in turn escalates an already traumatizing situation. We prevent that ongoing/secondary trauma. We listen to and emotionally support survivors through their trauma.

Survivors tell us that they do not want the party that assaulted or harassed them to repeat. We have data/analytics tools aimed at preventing sexual assault/harassment, which we provide to communities and employers.

Before starting Clear Safe, we advocated for and supported victims for over 6 years. We had no negative feedback for our support - a remarkable record as victims are often traumatized and feel inadequately supported.