> For example, if you're being harassed, it's very often in the company's interest to stop that happening. I agree with this. However, the implementation might

> For example, if you're being harassed, it's very often in the company's interest to stop that happening. I agree with this. However, the implementation might not be what the employee would expect. If the victim is moved to another team or fired and the aggressor doesn't face any consequences, the harassment was still stopped, so I guess mission accomplished? I guess the point I'm trying to make here is that if you're in such a position, reach out to HR only after you have secured your own legal protection and never expect nor trust the company to be on your side.