Task force regarding harassment

(a) In general The Commission shall establish and periodically convene a harassment prevention task force (referred to in this section as the Task Force) to study prohibited harassment in employment. (b) Membership The Task Force established under subsection (a) shall include membership that reflects a broad diversity of experience and expertise relating to prohibited harassment, including— (1) employee advocates; (2) researchers with expertise in organizational culture change or reducing behavior related to harassment; (3) legal practitioners with professional expertise related to harassment litigation on behalf of employees; (4) legal practitioners with experience serving as a chief legal officer or human resource officer in a corporate legal department; (5) individuals with expertise in diversity and inclusion initiatives; (6) individuals who have experienced prohibited harassment in employment; and (7) labor organization leaders. (c) Duties The Task Force shall— (1) identify strategies and recommend proposals to prevent prohibited harassment in employment; and (2) provide guidance on effective strategies to prevent prohibited harassment that are specific to industries in which the Task Force determines that harassment is particularly prevalent or severe. (d) Report Not less than once every 5 years, the Commission shall prepare and publish a report on the Commission’s website, which shall be based on the work of the Task Force and shall include— (1) a review of the prevalence of prohibited harassment in employment, including the results of the national prevalence survey described in section 111; (2) recommendations for Federal, State, and local initiatives, reforms, and legislation to prevent prohibited harassment in employment; (3) assessments of the effectiveness of employment policies designed to prevent prohibited harassment in employment by changing behavior and culture; (4) assessments of the effectiveness of processes for investigations into prohibited harassment in employment; (5) assessments of the effectiveness of different types of training to reduce and prevent harassment in employment; and (6) assessments of the effectiveness of other proactive initiatives and interventions to reduce and prevent harassment in employment.