Bossing after #MeTooIf you manage a team in the age of #MeToo, you have a job to do that\u2019s thornier than hitting deadlines and worrying if people are wasting time on Slack and Reddit. And if you're not proactively ferreting it out, it\u2019s probably happening right under your nose.\nSexual harassment happens where it is tolerated. It thrives where managers fail to prevent it. It is hard to spot, easy to ignore, and very bad for your shop. It eats away at your company\u2019s culture, creating problems that quickly spiral out of control. If you ignore it, which is easy to do if you aren\u2019t diligent, it\u2019s a problem that can land you\u2014and your company\u2014in legal trouble.\u00a0\nHere are seven signs you have a sexual harassment problem and what to do about it.You can't define itImage by Getty ImagesYou can\u2019t spot what you can\u2019t identify. So, if you think harassment looks only like a creepy guy blatantly hitting on that stone fox for unwanted (obviously!) sex, you are sure to miss it.According to a recent report from the National Academies of Science, Engineering, and Medicine, there are three categories of sexually harassing behavior: Gender harassment\u00a0is verbal and nonverbal behaviors that convey hostility, objectification, exclusion, or a second-class status to members of one gender. Unwanted sexual attention\u00a0is verbal or physical unwelcome sexual advances. (Attractiveness is not a factor in this. \u2018Unwanted\u2019 is the key point here.) Sexual coercion\u00a0is when advancement or other opportunities are conditioned on sexual activity.Harassment is \u2018direct\u2019 when it is targeted at an individual. It can also be \u2018ambient\u2019 when there is a general level of sexual harassment in the environment.So, if the men on your team brag about their sexual conquests, assume the women will make the coffee, post half-naked photos of women on the walls, or go to Hooters for department meetings, you have a problem. If you tolerate that sort of thing, you are encouraging an environment that is highly tolerant of harassment. \u00a0A tolerant environment breeds all manner of trouble.It isn't reportedImage by Getty ImagesWould you know if the women on your team were being harassed? Probably not.At least\u00a0one\u00a0in four women experience sexual harassment in the workplace, according to a 2016 report from the U.S. Equal Employment Opportunity Commission (EEOC). \u201cThat number can be as high as 85 percent.\u201dBut most of them do not report it. \u201cCommon workplace-based responses \u2026 are to avoid the harasser, deny or downplay the gravity of the situation, or attempt to ignore, forget, or endure the behavior,\u201d says the same report. \u201cThe least common action was to report the harassment.\u201dEventually she will be driven out of her job, though. And at that point, she might also seek legal recourse. \u201cBy then, says Dave Wilson, a labor and employment lawyer. \u201cThe toothpaste is way out of the tube. That person is damaged.\u201d And you have broken the law.The #MeToo movement gave many women the courage to come forward. But if your company has a history of not listening, the women on your team may keep quiet, fearing retribution. You\u2019ll have to ask if everything is okay, announce that management does not tolerate harassment, and issue clear guidelines to change that perception.You can't see itImage by Getty ImagesIf you\u2019re a man, you can\u2019t see harassment. It happens out of your view. If might look like flattery or friendly attention because you don\u2019t have experience being harassed. If you are in a position of power, you might even be misreading a woman\u2019s reticence to tell you off as interest.\u201cThe research shows that men are the least likely to understand when they are harassing a woman because they have no point of reference,\u201d Says Morgan Mercer, CEO of Vantage Point, a virtual reality sexual harassment training company.Wilson offers an example: A CIO hired a female manager to run his help desk. She started there in August. In November, she quit and filed suit. \u201cEveryone on the help desk thought she and the CIO were pals,\u201d he says. That\u2019s not what it looked like from her point of view. She had lots of text messages that proved he was harassing her.This perceptive mismatch is why you need a clear company policy about harassment. \u00a0If there is a question about someone\u2019s behavior, you can refer to that policy. \u201cYou didn\u2019t go to law school,\u201d councils Wilson. \u201cYou don\u2019t have to define harassment. You only have to say if it is within the bounds of your company policy.\u201dYour culture tolerates itImage by Getty ImagesDid you follow the tech sex scandals last year? Maybe you saw one clear thread that ran through them.The harassment all happened in an atmosphere that tolerated it. \u201cThe most potent predictor of sexual harassment,\u201d says the report from the Academies of Sciences, Engineering, and Medicine. \u201cIs the degree to which those in the organization perceive that sexual harassment is or is not tolerated.\u201dThis means that\u2014if you\u2019re in a position of power\u2014 you can create an atmosphere that does not tolerate it. But that\u2019s harder than simply stating a policy. You have to demonstrate you take that policy seriously and make concrete, systemwide changes. Harassment drives women out of the company\u2014even out of their careers. And it\u2019s illegal.Your company, and you personally, could be legally liable if she is harassed and you could have\u00a0stopped it. \u201cWhen it comes to the law,\u201d explains Wilson. \u201cIf I am the CIO of my department, I have a duty to do something if I knew \u2014 or should have known \u2014 about it.\u201dThe line is blurredImage by Getty ImagesIs there someone on your staff who seems very friendly? Maybe he is full of compliments or seems to have an easy, jovial way with women? He\u2019s the guy who has no problem saying, \u201cWow, those pants look amazing on you!\u201d People who do corporate training on sexual harassment call this \u2018grooming.\u2019 It is designed to blur the line between the professional and the personal. Eventually, it escalates to touching or more explicit sexual comments.\u00a0\u201cHarassment happens in landscapes that have a culture that makes it pervasive,\u201d explains Mercer. \u201cBut a lot of times this can be pervasive innocence. Grooming, for example, starts out by asking women very personal questions to lower her guard over a period time. After a few months of grooming, the actual harassment happens.\u201dIf you are a manager, you might not spot the grooming, even if it happens in front of you unless you are hyper aware. Pay attention to this. It may seem friendly now, but it often leads to a hostile work environment for the women.Bystanders don't get involvedImage by Getty ImagesYou know the guy. He needs to get a laugh in every meeting. Maybe he\u2019s even funny sometimes. But he has trouble with the line between hilarious and harassment. His off-brand of humor might work in a comedy club but people in comedy clubs are free to leave. The woman he\u2019s insulting can\u2019t leave without giving up her income. This sort of harassment is highly dependent on a group of bystanders who allow it to continue. So, to stop it, turn to the bystanders.\u201cIt is, often, the bystander who does the most damage,\u201d explains Wilson, \u201cIn depositions, women often say the insults were not the most hurtful part. The real pain was caused by the people in the room, those she thought were her friends, who did nothing.\u201dWhen you laugh, you encourage him and hurt her. \u201cIt\u2019s hard for bystanders,\u201d says Dave Wilson. \u201cOur natural reaction is to not get involved.\u201d You don\u2019t have to start a brawl, though. \u201cYou don\u2019t want raise the confrontation level,\u201d says Wilson. You can just turn to her and say something sympathetic such as, \u201cLet me apologize for him. That crossed a line.\u201dYour employees don't believe youImage by Getty ImagesIf you are confident that everyone\u00a0on your team is a gentleman and the women are safe and treated like equals, you may be promoting harassment through neglect. \u201cHarassment happens in places where the employees don't sense that the company takes harassment seriously,\u201d says Mercer.Even if you have a policy against harassment and have shared it with the staff, it is only effective if the employees believe you will enforce it. Having the policy, believing in it, and being willing to do something about it if someone comes forward\u00a0is not enough.\u201cThe research shows, that to measure a company\u2019s level of tolerance for harassment, you need to measure how many of the employees in the organization actually believe your company is tolerant of harassment, says Mercer. \u201cThat reporting needs to come from the women in the organization, not the men.\u201dIf a woman does report something, don\u2019t bungle it. \u201cA lot of men mess up here because they want to immediately solve the problem,\u201d says Wilson. Minimizing it, telling her \u2018that guy does that to everyone,\u2019 or trying to talk her out of her interpretation is bungling it. Take her seriously, mediate, investigate, act on what you find.