Insights from Navruz Avloni of Avloni Law: How CEOs Can Cultivate Trust and Safety in the Workplace

As a CEO, fostering a safe and trusted workplace culture should be among your highest priorities. Yet the prevalence of sexual harassment and assault in corporate environments remains alarmingly high, with only 6-13% of victims ever filing a formal complaint, according to the Equal Employment Opportunity Commission. The barriers – fear of retaliation, career impacts, trauma, stigma, and isolation – allow this insidious problem to persist.

Navruz Avloni, a trial attorney and social justice advocate, has seen firsthand how companies can empower victims and create healthier cultures. Her firm Avloni Law takes on major corporations, fighting for the rights of employees through employment litigation involving sexual harassment, discrimination, and more.

“Without strong processes to properly address claims, employees simply won’t feel safe coming forward,” Navruz warns. “They’ll be afraid of retaliation or that no real action will be taken. Building that foundational trust is crucial.”

One powerful option is allowing victims to file claims anonymously as a “Jane Doe” plaintiff. This protects their privacy and reputation amid rapid news cycles while giving them a voice. “Most clients are relieved to have this layer of anonymity as they seek justice without sacrificing their future,” Navruz notes.

However, she stresses that providing robust reporting resources is just the start. Consistent education, accountability, and a true commitment to making safety the utmost priority are essential for earning employee trust long-term.

“The companies that get this right create a powerful competitive advantage through teams that feel genuinely respected and supported,” Navruz states. “They avoid productivity drains, turnover, and lawsuits that stem from mishandling cases.”

As a CEO, you set the tone for your organization’s culture. Empathy and understanding the victim’s perspective are crucial. The trauma of harassment impacts employees’ well-being, productivity, workplace trust, and personal lives in deep ways. Overcoming the barriers that prevent reporting requires evaluating whether your current processes offer true psychological safety.

Do your employees feel empowered to report misconduct without shame or fear of consequences? Is there consistent education on reporting channels, investigative rigor, and accountability? Are company events and gatherings upholding the same high standards as office spaces? These are the types of questions CEOs must grapple with.

By prioritizing empathy, offering accessible resources like anonymous reporting hotlines, and ensuring robust investigation processes, you can take strides toward eradicating sexual harassment. Establish clear protocols, designate allies to support victims, and train on professional boundaries – even at company events.

Navruz’s advice is simple: “Foster an environment of trust where employees know they will be heard, respected, and protected if they come forward. That’s the foundation for a safe, thriving workplace culture.”

For CEOs willing to listen and act, the path toward building that trust begins now. The financial and reputational costs of inaction are far too high. Your employees, investors, and stakeholders are watching – and counting on true leadership that safeguards basic human dignity.

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