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Roadmap Forward was created by an individual that was accused of sexual harassment. The objective of the website and the downloadable guidebook is to provide support to others that have been implicated in the same way.

Roadmap Forward is not a law firm and the person that organized its creation is not a lawyer. Employment attorneys are invaluable for the legal challenges faced but the social challenges are just as difficult and important to address.

The intent is to share the stories of those individuals that have been terminated in order to help other people learn from their experiences and better manage their response.

If you haven’t already noticed, the name of the organizer has been kept anonymous. His name is not shared on the website or in the guidebook for reasons you probably (and unfortunately) understand very well. When he was brainstorming on where to take his career, after being terminated, he asked himself the classic “What do you want to be famous for?” question.

Sexual harassment didn’t make the short list.

The site was launched in the Summer of 2007. We've received very positive responses from readers and quite a bit of interest in enabling people to compare notes and get support from others. As a result of the interest (and funding) an anonymous discussion board is being developed and will be launched soon.

Thank you for visiting the site. We hope the guidebook and the upcoming discussion board will be helpful to you in managing your own roadmap forward.

Leverage the Roadmap Forward Guidebook to:
Help your spouse deal with the fact you were fired and the official reason for it
Get control of any and all communicated messages
Forcefully deal with your employer
 
Industry Trends and Statistics
Today, the rights of sexual harassment victims are clear and protected. The rights of those accused of sexual harassment are less defined. After millions of dollars in lawsuits filed by victims over the last ten years, it is much less risky for employers to quickly err on the side of the victim and terminate the accused.

In 2006, the U.S. Equal Employment Opportunity Commission received 12,500 sexual harassment charges. 5,668 of them were settled for “no reasonable cause.” The majority of these complaints (including those settled for no reasonable cause) coincided with a termination of the accused.

It’s important to note that relatively few complaints filed within a company ever become official charges with the EEOC. Some estimate the number of people fired for sexual harassment each year to be as high as 50,000.
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