One of the mistakes that Joe made in the beginning was to assume that the biggest problem would be finding women who would be willing to do the job. The way he looked at it was that there were all kinds of reasons why anyone who had the skills to do straight office work would not want to branch out, no matter how big the pay-off. Whereas finding companies to install the facility would, he assumed, be relatively straightforward. Everybody knew sexual harassment was a major problem; everybody knew that issuing directives and guidelines that stayed, like as not, in the bottom of people’s In tray was not the answer to that problem. Especially since the results-orientated type of guy who tended to transgress the boundaries was the least likely to waste time reading memos on sexual harassment. In fact, if somebody has time to spend reading that kind of garbage that’s probably not an individual you want on your workforce in the first place. If cuts have to be made, that individual is going to be one of the first to go, thus further eroding the number of people in the workplace who have familiarized themselves with the sexual harassment policy.