What are some of the main lessons that all employers can takeaway from the fallout of sexual harassment claims against Hollywoodproducer Harvey Weinstein?

First, it’s not enough to have company policies against harassment of any kind – human resource departments need to have the full support ofcompany boards, experts say. This means that board directorsthemselves have to take more responsibility instilling azero-tolerance culture from the top-down – and not just quietly dispatching harassment claims usingconfidentiality agreements, or keeping potential accusers quietwith non-disclosure agreements.

Bottom line: boards need to take real action so that everyone – including those in the C-Suite –knows that harassment simply will not be permitted.

Related: EEOC Launches two new programs for respect in theworkplace

Vault editor Phil Scott writes that it starts with better training and enforcementaround harassment in the workplace, and has to include a mechanismwhere people who are experiencing harassment can come forwardwithout fear of retaliation.

David Southall, an employment law consultant for theU.K. ELAS Group, tells growth.business.co.uk that it’s not sufficient just to havepolicies in place.

“Thought should be given to how comfortable employees would beraising issues which are potentially career ending, especially ifthey are made against a person in a powerful position such as Mr.Weinstein,” Southall says. “There needs to be faith in theworkforce that if they raise sensitive concerns these will be dealtwith in a sensitive and supportive manner.”

Quietly financially settling with the accuser, in return fortheir commitment to not go public about the harassment “may workonce or twice,” he says. But where is becomes a habit, boarddirectors need to look to the cause of the problem and actuallydeal with it.

Jonathan T. Hyman, a partner with Meyers, Roman, Friedberg &Lewis in Cleveland, tells Business Insurance that if board members see large checks goingout, “maybe you should ask somebody why we’re cutting so-and-so a$100,000 check — and if you don’t have the answer, maybe you havean obligation to get to the bottom of what’s going on.”

Paul E. Starkman, a member of law firm Clark Hill P.L.C. inChicago says that board directors and even major shareholders mightneed additional training about what they themselves should do.

They “need to recognize that this is an issue, and the fact thatthe person has increased the bottom line and met financial goalsdoes not mean that they’re filling all their responsibilities asleaders, because you cannot have subordinates” in the humanresources or legal departments “trying to tell CEOs and owners ofcompanies what they can and cannot do,” Starkman tells BusinessInsurance.

“They can try, but it’s often a recipe for a quick exit out ofthe organization, so it has to come from the people who haveinfluence on the top-level decision-makers, and then it needs to becarried through in terms of training and oversight down theorganization,” Starkman adds.